The Maternity Benefits Act

The Family and Medical Leave Act (FMLA) became public law on February 5, 1993. Its purpose is to grant family and temporary medical leave under certain circumstances that will allow the employee to balance the demands of their job with the needs of their families. Some examples of eligible leave are: for the birth or adoption of a child, to care for an (eligible) family member that has a serious health condition or because the employee themselves have a serious health condition and is unable to work for an extended period of time. Further, the FMLA was enacted in order to minimize employment

To care for and monitor the progress of the mother in the postnatal period and to give all necessary advice to the mother on infant care to enable her

Currently, the United States is the only industrialized country without a statute requiring all employers to provide some kind of paid time off for its employees to care for a newborn or a sick loved one. Data gathered from 38 member countries of the Organization for Economic Co-operation and Development (OECD) support this claim. Figure 1 shows the member countries and the length of maternity leave provided to all employees.

Provide full antenatal care including the screening tests in the hospital, community and at home.

A growing number of states in the United State required a paid leave in addition to the federal regulations; states legislation requires employees to maintain their employment within certain time frame employment in order to accrue the sick leave hours. Additionally, the state’s regulation mandates that employees will not face any retaliation based on their medical condition

The company in which employee A works for is considered a covered employer because the company employs more than fifty employees for which is assumed for more than twenty weeks each year. Employee A has worked for the covered employer for two years, which makes him a covered employee based on the given information. Employee A was not required to give advanced notice due to the unforeseen circumstances of the premature birth. Upon employee A’s return, he was given his original job back along with the same rate of pay. Since employee A took leave under the FMLA, his leave is considered unpaid and the eleven weeks of pay are not required to be given to the employee. In the case of employee A, no violation has been committed.

Two parallel health care systems exist: a publicly funded health care accessible to all women within Australia; and private maternity care for those who can afford private health insurance. Within these two models of care systems are further

Women may find themselves in some accommodation requirement circumstances at work, due to the ability to be both pregnant and employed. This does not mean that they do not have the ability to work. In fact, because of their medical requirements related with their pregnancy, they would need to have some work accommodation made by their employer to make it easier and possible. As result, women have been struggling for years, when it comes too social and workplace equality.

Pregnant mothers are viewed as a business made for doctors and hospitals as insurances typically cover infant birth and hospital bills. As Patricia Burkhardt, Clinical Associate Professor, NYU Midwifery Program could not speak the truth any better, she states, “Hospitals are a business. They want those beds filled and emptied. They don’t want women hanging around the labor room.”

 If a doctor or health care provider says their patient is sick and unable to work during their pregnancy, they may be able to get up to 12 weeks off without pay under this law.

A woman is eligible for “Maternity leave” if, “She is absent from the employment for a period not exceeding eight weeks for the purpose of giving birth; or if she gives her employer at least two weeks of notice of her anticipated date of departure and intention to return.” (“Maternity Leave Act”, 2007) Thanks to these numerous regulations and rights, in these specific circumstances the employees have to be treated fairly, and cannot be discriminated. There are legal penalties when employees are not treated

Although the United States is one of the most advanced nations in the world, some women do not receive the treatment they need and deserve to build the best lives for their children and their families. Other countries such as France and Australia have embraced paid maternity leave. The United States is seen as the mother of the globe. Other countries follow their example. America’s loyal children need an example to follow. Just six months can birth new opportunities for all new mothers and their growing

You discuss the legal consequences attendant on firing or reassigning a pregnant employee; this includes possibilities such as a wrongful dismissal and an anti

2. Some companies purchase the insurance, which include the pregnancy care for the female employees. This will avoid the judgment with pregnancy

The legal system supports working parents in various ways; an expectant mother is entitled to attend appointment and ante-natal classes should they be during her normal working hours without losing any salary due to the absence from work.