The Protection For Women 's Employment And Health During Pregnancy Essay

As women knowing your maternity leave rights and laws is something that is fundamental and worth acknowledging. Many jobs here in the United States do not take this topic serious which could affect the stability of coworkers and final outcome. Mothers and daughters are in need of being able to leave their place of work to rest and take care of them selves for the upcoming birth of their children. In this proposal I am asking for your consideration of changing the law and fro you to use your powers to appeal to our legislators on the cause of mothers rights in the workforce. In the United States there no laws pertaining to paid benefits for expecting mothers when it comes to women in the workforce. You can take only two stances on the current issue at hand which is to fight for our rights and let women receive paycheck when they are tending to their doctor’s orders and resting for one of the biggest and most grueling times in their lives or you can say that women who become pregnant while on job do not deserve the right to perform the natural God given act of giving life. I hope after you here my proposal you will chose what would better mankind and protect the brave women of our nation to decide to bring a life into this world.

In some ethical and legal respects a pregnant woman and her fetus can be considered separate. Both the woman and the fetus are ordinarily affected by the well-being of one another for as long as each of them live. The ethical and legal issues are challenged deeply in cases where the well-being of the fetus and the mother appear to be in conflict. Our society struggles with identifying cases where the pregnant woman’s interests and/or behaviors might put her fetus at risk. Criminal and/or civil commitments should be used to bar pregnant women from exposing their fetuses to risk.

In the past thirty years the number of incarcerated women in the United States increased by 646%, it is estimated that 6-10% of these women were pregnant at intake. “An Examination of Care Practices of Pregnant Women Incarcerated in Jail Facilities in the United States,” is a study that examined the pregnancy related accommodation and health care provided for regional jail populations. Prior to this study no other study examined regional jail populations, they strictly focused on prison populations. This study is a quantitative survey of common practices and policies implemented across 53 jail facilities in the United States as a function of geographic region. This survey was administered through phone or email to employees

When considering abortion, the autonomy and dignity of the pregnant woman should be concerned. By taking into consideration the rights

Mary Anne Warren (p.195-196) points out the exceptional circumstances of pregnancy; where one human is entirely biologically reliant on another and where it is impossible for complete personhood rights to not be in conflict between the foetus and the mother. Consider the following case. A mother and an expecting mother both express an intent to kill their child or unborn child respectively. Services are available to take the postnatal children from their mother without affecting her body. Yet to protect the foetus, one would have to imprison the mother until birth, or worse, force a caesarean on her. Warren (193) points out that forced caesareans are not merely a hypothetical

With an increasing number of women entering the workforce, pregnancy discrimination has become a pervasive problem. This paper, which focuses on the United States (US), thus considers the underlying reasons and impacts of this biasness from the perspectives of both employee and employer. It then follows with a study on the legal protections in place to prevent such behaviour. And lastly, it will analyse various ethical issues involved in this unequal treatment of pregnant employees in the workplace using ethical frameworks such as Utilitarianism theory, Kantian Ethics and John Rawls’ Justice as Fairness. These ethical frameworks will help highlight

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.

Women must be entitled to freedom, dignity and equality of treatment without regard to their race, religion or color. As Ina Gaskin (2011) stated, “women should not lose their human rights when they become mothers” (p.85). Moreover, I believe birth rights are connected to human rights, as they must allow women to direct their care surrounding pregnancy, childbirth and postpartum, and entitle women to respect and equality of treatment. Sadly, the pregnancy-related mortality ratios and stories such as Serena Williams’s, exemplify the reality that women of color are often stripped of their basic

This paper explores three published articles that report on how many women lack job security when working while pregnant. Many are either denied the special accommodations or forced to quit their job. The Pregnant Worker Fairness Act (PWFA) is a bill currently pending in Congress, that would help to end any type of discrimination towards pregnant workers and ensure that they would be able to continue working to support their families. The articles all agree that the PWFA would put in place rules and guidelines for employers to follow that would help protect the job of the pregnant employee. Brown (2016) states that much has changed for women in the workforce during the last half-century, but treatment of pregnant workers remains frustratingly

The first recorded policy involving working pregnant women was in 1877 in Switzerland. It stated that a women could not work for at least six weeks after giving birth. Then in 1878 Germany issued a

There are many issues to consider in pregnancy discrimination. The well-being of the child, the well-being of the mother, employer/employee relations, as well as gender issues. There are however several State and Federal laws that protect people against pregnancy discrimination. Two of the Federal laws are the Pregnancy Discrimination Act and the Family and Medical Leave Act.

Today there are two countries in the world that do not currently guarantee paid maternity leave for employed new mothers and/or expecting mothers, those countries are the United States and Papua New Guinea, according to the International Labour Organization, an United Nations agency (Rubin 2016). In recent years, the controversial issue of guaranteed maternal leave has been a prominent topic of debate amongst political activists and elites, particularly in the United States, where reform is both an ethical protection for employees and a feasible option for employers, but has yet to be achieved. It is this absence of policy that has been linked to significant health related issues of which does not only effect mothers, but their children as well. In addition to these adverse health impacts, it generates economic hardships to mothers and families. Thus, the consequences to mothers, families, and newborns that the absence of guaranteed paid maternal leave presents and the potential benefits of guaranteed paid leave for these individuals as well as employers, creates a case for policy reform in this particular area that would implement such protection.

With the rise of the modern age economic survival has become difficult for families based on a single income. This economic need along with modern attitudes toward gender equality has resulted in women being represented in the workforce in greater numbers. However, until the 1960’s women faced severe discrimination when trying to enter and maintain a position in the workforce. Often qualified women would be passed over for men with less experience and education. Employers were fearful that women were too emotional and were not equipped to handle the stress of the work environment. Also driving the decision to not hire or promote women was the concern over the additional health care expenses and leave time pregnant

A mere 12 weeks is the amount of unpaid maternity leave promised to working mothers under the Family Medical Leave Act (FMLA) in America. Although many mothers-to-be gladly take the dozen weeks off, American families are at a disadvantage compared to other families around the globe. The United States is the only industrialized nation in the world that does not guarantee or even offer paid maternity leave for working mothers; employers decide whether to provide paid leave for mothers. In the last few decades, more women have traded their aprons for briefcases. However, working women in the United States must choose to raise families while keeping their jobs. Currently, women in the United States must choose between their kids or their career. Mothers who decide to have families must stay at home with a new baby with no guarantee of a paycheck. New mothers should be guaranteed six months of fully paid maternity leave in the United States because they need to restore their health, paid leave helps the economy, and it promotes better health of the baby.

This has started a series of litigations by the "third gender" who has, till date, been denied her capacity to chose and function both as pillars of the family and working professionals. The organization has to recognize the role of working mothers in the larger interest of society and make the minimum