Supporting Good Practice in Managing Employee Relations

Becoming a parent is beautiful yet stressful time in many people's lives. Emotions of joy and worry fill the mind of expecting parents as they work to provide a loving and financially stable home for their family. Both parents wish to actively support their child and their spouse during this time of transition, however, corporations are making this task difficult. Maternity leave is a benefit that most companies provide, but only for their female employees. Male employees are not given the same opportunity to share the responsibility of childcare with their wife or to develop a bond early on with their child. Providing fathers maternity leave would give them time to dedicate themselves to the growth of their child, allow the mother to heal from giving birth, and promote equality within the family unit and in the workplace.

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PDA also allows disabled pregnant employees to take disability leave or leaves without pay if such allowance is made to other temporarily disabled employees. Under the federal Family and Medical Leave Act (“FMLA”), new parents (including foster and adoptive parents) are eligible for 12 weeks of leave to care for the new child. To be eligible, the employee must have worked for the employer for 12 months prior to taking the leave and the employer must have a specified number of employees. Additional rights under FMLA include the right to express milk in the workplace.

The Maternity Leave Act of 1979 was created to limit the discrimination against pregnant women in the workplace. The act outlines the rights and responsibilities of employees as well as employers regarding maternity leave. According to Section 3 of the act, an employee is entitled to 12 weeks’ maternity leave if she informs her employer that she wants to take leave due to her pregnancy or childbirth and plans to return to work at the end of her leave. She must also be 18years and over and employed to the organization for not less than 52 weeks before the date her leave would start. Her employer may request a certificate from a registered medical practitioner stating that her leave is necessary due to pregnancy or childbirth. She will be entitled

The United States and the United States Army had made several revisions to the paternity/ maternity leave policies. Even with current changes we are not where we need to be. The United States Army currently offers 10 days of paternity leave to Soldiers that are married¹ and 12 weeks of maternity leave for female Soldiers.² The Army should convert these two policies into one policy titled parental leave. Some of the benefits of implementing the parental leave policy are mother’s physical and mental readiness, increased performance, and equality.

Cambridge Dictionary’s definition of parental leave is “time that a parent is allowed to spend away from work to take care of his or her baby” (Cambridge Dictionary). In an article on the Huffington Post written by Chris Spurlock, who is a graduate of the Missouri School of Journalism, he discusses how shocking the rates of paid

In 1993, the Family and Medical Leave Act was created. This act requires employers to employees to leave up to 12 weeks of unpaid leave in the 12 month period for certain medical reasons. So far the United States was the only industrialized country that did not guarantee a job protection. Many fathers do not want to take off work because they won’t get the amount they are gone paid. Most parents just want to have the baby and start working again to have the bills paid.

In America, the U.S. has a policy, The Family and Medical leave Act of 1993. It is mandating 12 weeks of unpaid leave annually. Unfortunately, only four states have paid maternity leave. The four states are California, New Jersey, Massachusetts, and Rhode Island. California and New Jersey gives you 6 weeks and Rhode Island gives you only 4 weeks. Research has shown that women in the United States are more likely to drop out of work force voluntarily due to lack of time with the infant and stress.

Paternal leave has been a long standing matter especially in regards to women. “…women were usually regarded as temporary workers…” and as such, have historically dealt with sex discrimination in regards to maternity leave often “…given a choice between resignation or dismissal when they became pregnant” (“Evolution Of Legislation” 3). Not until the World War II era did maternity leave get introduced that would allow pregnant employees to return but “Reinstatement was often at a lower level, with lower pay, or with loss of seniority and accrued pension benefits” (“Evolution Of Legislation” 3). As society has grown, many countries have begun implemented different policies and procedures with regards to paternity leave. In regards to paternity leave in the United States, benefits prove to be far from adequate when compared with other developed countries in terms of length of leave and

This Act allows both parents to take up to 12 weeks of unpaid leave within a 12month period. FMLA covers more than birth. It covers the care of illness for the employee themselves, as well as immediate family members requiring care. Parents bonding with a new child or those they have adopted or fostered. Those who take care of military family members who have a serious illness or injury in the line of duty and those serving National Guard or Reserves with qualifying exigencies, such as short-notice deployment or Military events. FMLA protection requires employers to: 1. Reinstate employee with same job or virtually identical equivalent one. 2. Continue group healthcare coverage while out. 3. Cannot take away privileges, responsibility, status or accrued time, such as vacation days. 4. Employer cannot discriminate against employee while on leave. Employees are still entitled to promotions and pay increases. All employees who work for a company that has more than 50 workers and have worked a full year totaling 1250 hours are eligible for FMLA. This Act requires at least a 30 -day notice for foreseeable leave and asap for unforeseeable leave. How long an employee plans to be out and when you plan to return? That worker provides proof of return, usually a doctor’s notice. Employees must continue to pay group health

Maternity or paternity leave is a temporary leave from work after having child. The family and medical leave act (FMLA) provides certain employees with up

Maternity and paternity leave are times when employees leave work to deliver or care for a newly born child. Most people are for maternity and paternity leave, because working parents need money from working and typically want to be able

Many people say that there is no greater love felt, then when one has a child. When a child is born, the parents experience many unexplainably strong emotions. The parents have endured nine months of preparing and anxious anticipation for the child. Now the child has come, and the parents get to enjoy their new life with the baby. However, the mother of most families will get to experience much more time with the newborn, than the father. Companies should give paternity leave because it affects the well being of the mother, father, and newborn.

| Account for the political, technological, social, economic and legal changes that have affected employee relations in the UK in the last two decades

The Law of Maternity leave states that a pregnant employee is entitled to maternity leave. She must notify management within fifteen weeks before birth of the employee’s newborn, her expected week of birth, and the date she expects to start her maternity leave. The length of time for maternity leave is usually twenty-six weeks but if needed the employee may ask for an extended period of time. The employee can make the decision of when she wants to begin her maternity leave. However, the date that the employee chooses must not be earlier than the eleventh week before the expected week of birth. Management is only allowed to suspend an employee who is pregnant, when she has