scholarly journals P138: Parental leave policies and culture for physicians in emergency medicine

CJEM ◽  
2020 ◽  
Vol 22 (S1) ◽  
pp. S114-S114
Author(s):  
J. Andruko ◽  
T. Green
Keyword(s):  
Emergency Medicine ◽  
Maternity Leave ◽  
Parental Leave ◽  
Physician Satisfaction ◽  
Emergency Physicians ◽  
Physical And Mental Health ◽  
Research Committee ◽  
Paternity Leave ◽  
Formal Policy ◽  
Leave Policy

Introduction: Medicine demands a sacrifice of physicians’ personal life, but culture has slowly changed towards valuing a balanced work life. Parental leave is linked to better physical and mental health, but policies and culture surrounding parental leave are largely unstudied in the Canadian Emergency Medicine landscape. Anecdotally, experiences vary widely. This study was designed to determine what proportion of Canadian Emergency Departments have formal parental leave policies (maternity, paternity, and other ex. adoption) and what proportion of Canadian EM physicians are satisfied with their department's parental leave policies. Methods: Two surveys were generated; one to assess attitudes and experiences of emergency physicians, and a second survey for department chiefs assessed the policies and their features. These were approved by the UBC REB and distributed through the CAEP Research Committee. Primary outcomes were physician satisfaction with their department's parental leave policy (4-5/5 Likert Scale), and departments with a formal parental leave policy (Y/N). Results: 38% (8/21) of department chiefs reported having a formal policy for maternity leave, 29% (6/21) for paternity leave, and 24% (5/21) other. The survey of Emergency Physicians revealed similar rates at 48% (90/187) maternity, 40% (70/184) paternity, 29% (53/181) other. Among physicians who were aware of them, 69% (62/90) were somewhat or very satisfied with the maternity leave policies, 58% (51/88) with paternity leave policies, and 48% (39/81) with other parental leave. Less than 10% were somewhat or very dissatisfied with any of these. Several department chiefs commented that they had never refused anyone parental leave, but have no formal policy. However, 87% (147/187) of physicians reported a formal maternity leave policy was somewhat or very important to them; similarly 80% (134/187) paternity leave. Less than 15% felt each was somewhat or extremely unimportant. Conclusion: Presence and type of parental leave policy varies across the country. Most physicians were satisfied with the support they had available, but the vast majority felt that a formal maternity and paternity leave policy itself was important. This study would suggest that, without actually changing practice, the introduction of a formal parental leave policy is of value. Our research group will use this data to collaborate on a template parental leave policy to be made available for this purpose.

scholarly journals Employee Leave and Strategic Organizational Performance of Rift Valley Bottlers, Kenya

2019 ◽  
Vol 3 (IV) ◽  
pp. 157-168
Author(s):  
Joshua Chacha Chungo ◽  
Abel Gwaka Anyieni
Keyword(s):  
Firm Performance ◽  
Sick Leave ◽  
Organizational Performance ◽  
Rift Valley ◽  
Maternity Leave ◽  
Parental Leave ◽  
Family Members ◽  
Essential Information ◽  
Paternity Leave ◽  
Leave Policy

Strategic organizational performance has been a challenge to most firms due to dynamic and ever cropping competition, policies and impediments in the strategy running of firms. Employee leave is costly yet poorly understood in organizations, the consequences of employee leave are widespread and consist of direct and indirect effects. Employees need leaves to get time off to attend to their life issues and be close to family members. Leaves serve at improving employee work synergy and motivate them to perform since they are given time off whenever necessary. The main objective of the study is to establish the influence of employee leave on organizational performance. The study was guided by the following research objectives: to find out the influence of annual, maternity/paternity, bereavement and sick leaves on organization performance at Rift Valley Bottlers. The study was anchored on Hertzberg’s Two Factor Theory, Locke’s Range of Affect Theory and the Job Characteristics Model. A descriptive survey research design was adopted for the study. The target population of this study entailed 69 respondents from various Rift Valley Bottlers departments. Since the population was small, a census was adopted. The investigation concentrated on gathering essential information utilizing an organized survey and key witness meet from particular administrators of every division. Legitimacy of the study instruments was dictated by substance and develop legitimacy while dependability of the exploration instruments was controlled by inward consistency technique. Information gathered was broke down utilizing both subjective and quantitative methodologies. SPSS variant 23 was utilized to break down the information gathered. Both illustrative and inferential insights was utilized to break down gathered information which was displayed by means of tables, diagrams, frequencies and rates. The study found out that annual leave significantly influenced firm performance. Maternity/paternity leave significantly influenced firm performance. Bereavement leave policy significantly influenced firm performance. Sick leave significantly influenced firm performance. The study concludes that Rift Valley Bottlers Limited offered annul leave to its staffs. Leaves not taken were recovered at Rift Valley Bottlers Limited. Rift Valley Bottlers Limited had an annual leave policy. Rift Valley Bottlers Limited heads of departments were the ones to approve an annual leave. Every employee was entitled to a parental leave once there was a new born in the family. Women were given a maternity leave in lieu of delivery. Fathers or men were given paternity leave to assist in raising their newborns. Bereavement leaves were open at Rift Valley Bottlers Limited. Employees contributed towards assisting their colleague who had been bereaved or had died. Rift Valley Bottlers Limited had a fund to cater for funerals covering close family members. Period for sick leave was open depending on nature of sickness at Rift Valley Bottlers Limited. Sick leave enabled employees recover and resume duty. The study recommends that Rift Valley Bottlers Limited ought to offer annul leave to its staffs. Leaves not taken ought to be recovered at Rift Valley Bottlers Limited. Rift Valley Bottlers Limited ought to have an annual leave policy. Rift Valley Bottlers Limited ought to support an employee who has been bereaved. Bereavement leaves ought to be open at Rift Valley Bottlers Limited. Period for sick leave ought to be open depending on nature of sickness at Rift Valley Bottlers Limited. Sick leave ought to enable employees recover and resume duty.

United Kingdom: leave policy and an attempt to take a new path

2019 ◽  
pp. 57-74
Author(s):  
Peter Moss ◽  
Margaret O’Brien
Keyword(s):  
United Kingdom ◽  
Gender Equality ◽  
Maternity Leave ◽  
Parental Leave ◽  
Path Dependency ◽  
European Countries ◽  
Change Of Direction ◽  
Classic Case ◽  
Leave Policy

This chapter examines an attempt to transform UK leave policy, re-configuring it away from maternalism and towards greater gender equality, and why this attempted change of direction failed. It shows how the country introduced statutory leave at a late date, compared to other European countries, and adopted with little consideration a model centred on long and low paid Maternity Leave. After two decades of neglect, when leave policy came back onto the government’s agenda, this model became more established as Maternity Leave was further extended, while a newly introduced Parental Leave was marginalised. Attempted reform, in 2011-12, failed, due to insufficient support and understanding, leaving UK leave policy as a classic case of path dependency.

FATHERS IN NORWAY

PEDIATRICS ◽  
1995 ◽  
Vol 96 (5) ◽  
pp. A43-A43
Author(s):  
J. F. L.
Keyword(s):  
Trade Unions ◽  
Maternity Leave ◽  
Parental Leave ◽  
Paternity Leave ◽  
Family Friendly ◽  
Paid Parental Leave

"Norway's "father quota," which forces fathers to use their four-week paid paternity leave or forsake it, spurs more dads to take the leave, up to 25% of those eligible from just 1.5% the year before. Previously they could transfer the time off to the child's mother. Norway is considered a leading family-friendly country, offering generous parental-leave policies, including 52 weeks' maternity leave at 80% salary or 42 weeks at 100%. Now, Norwegians can also stretch paid parental leave over 2½ years under a government-funded program developed by a group of trade unions and employers. In the first eight months of the program, about 1200 parents took advantage of it—8% of those eligible—including 120 fathers.

6. Family Friendly Rights

2020 ◽  
pp. 177-201
Author(s):  
Astra Emir
Keyword(s):  
Maternity Leave ◽  
Parental Leave ◽  
Paternity Leave ◽  
Flexible Working ◽  
Family Friendly ◽  
Eu Directives

This chapter considers various family-friendly rights designed to assist employees with parental and childcare responsibilities. These are rights such as maternity leave, including ordinary and additional maternity leave, shared parental leave, ordinary and additional adoption leave, keeping in touch days, parental leave, paternity leave, caring for dependants, and applications for flexible working. The chapter also considers which of these types of leave are paid, and if so, how much. A number of these statutory rights and relevant statutory provisions are based on the implementation of a number of EU Directives, and to that extent EU jurisprudence must be considered where appropriate.

scholarly journals Parental Leave Policies and Practices of US Family Medicine Residency Programs

2019 ◽  
Author(s):  
Andrea Wendling ◽  
Heather L. Paladine ◽  
Carol Hustedde ◽  
Iris Kovar-Gough ◽  
Derjung M. Tarn ◽  
...  
Keyword(s):  
Family Medicine ◽  
Maternity Leave ◽  
Parental Leave ◽  
Correlation Coefficients ◽  
Institutional Culture ◽  
Strongly Correlated ◽  
Residency Programs ◽  
Paternity Leave ◽  
Research Alliance ◽  
Male Faculty

Background and Objectives: Adequate parental leave policies promote a supportive workplace environment. This study describes how US family medicine (FM) residency program parental leave policies compare to reported leave taken by residents and faculty. Methods: This is a descriptive study of questions from a 2017 Council of Academic Medicine Educational Research Alliance (CERA) survey of accredited US FM program directors. Results: The overall survey response rate was 54.6% (261/478). Paid maternity leave policies varied widely (0 to >12 weeks; mean=5.3 weeks for faculty and 4.5 weeks for residents); paid paternity leave ranged from 0 to 12 weeks (mean=2.7 weeks for faculty and 2.4 weeks for residents). Some FM programs reported offering residents (29.1%) and faculty (28.5%) no paid maternity leave; 37.2% offered residents and 40.4% offered faculty no paid paternity leave. Both female and male faculty took significantly less leave than was offered (maternity leave: faculty 0.6 weeks less, P<.01; residents 0.5 weeks less, P<.01; paternity leave: faculty 1.6 weeks less, P<.01; residents 0.6 weeks less, P<.01). The amount of paid and total maternity and paternity leave surrendered by residents was strongly correlated with the amount surrendered by faculty in the same program (correlation coefficients 0.46-0.87, P<.01). Residents in smaller programs, and programs with a rural focus, surrendered more parental leave. Conclusions: Programs vary widely in their parental leave offerings, and FM residents and faculty frequently take less parental leave than offered. As the amount of leave taken by residents and faculty at the same institution is correlated, institutional culture may contribute to parental leave use.

scholarly journals The Parental Rights of a Prison Service Officer—the Father of a Child

2019 ◽  
Vol 28 (4 ENGLISH ONLINE VERSION) ◽  
pp. 51-72
Author(s):  
Ewelina Kumor-Jezierska
Keyword(s):  
Public Service ◽  
Social Insurance ◽  
Maternity Leave ◽  
Parental Leave ◽  
Parental Rights ◽  
Social Insurance System ◽  
Paternity Leave ◽  
The Social ◽  
The Status ◽  
Service Relationship

The article describes leave related to childbirth and child raising available to the father of the child who is in a public service relationship with the Polish Prison Service. The child’s father has autonomous rights, that is, ones that are only vested in him (paternity leave), and subsidiary rights, which are vested in him but only in a situation where the child's mother does not exercise them (maternity leave), and equivalent rights, that is, those which he can exercise on equal terms with the child's mother (leave on the terms of maternity leave, parental leave, childcare leave). Cases in which a child's parents work in different employment settings are analysed. In this connection, the author discusses regulations concerning cases of parental leave in situations where the mother and father of a child have the status of PS officers, where the father of a child is a PS officer and the child's mother is employed or covered by social insurance in case of sickness and maternity, specified in the Act of 13 October 1998 on the social insurance system, under a title other than an employment relationship, for example when she is self-employed, and finally cases where a child's mother is not covered by sickness insurance at all.

scholarly journals A review of the development of maternity leave policy in China over the past 70 years

2019 ◽  
Vol 3 (2) ◽  
pp. 172-187
Author(s):  
Hongyan Liu ◽  
Dian Yu ◽  
Hui Wang
Keyword(s):  
Gender Equity ◽  
Maternity Leave ◽  
The Past ◽  
Paternity Leave ◽  
Gradual Introduction ◽  
Leave Policy ◽  
National Family Planning ◽  
Women And Children ◽  
Insurance Mechanism ◽  
Maternity Leave Policy

AbstractThis study analyzes the changes in maternity leave policy in China during the past 70 years by reviewing the documents issued since 1949. During these years, the length of maternity leave increased from 56 days initially to 98 days, and finally to as much as 128 to 365 days. The sums paid to women taking maternity leave gradually increased and an insurance mechanism was introduced. There were changes in the intent and focus of policies: (1) A change in the intention of maternity leave policy from protecting the rights and interests of women only to protecting those of both women and children. (2) A change in focus from one of implementing national family planning policy to one of protecting the rights of individuals. (3) A change in the focus point of policies from the home only to the workplace and the home. (4) An increased focus on gender equity evidenced by gradual introduction of paternity leave policy. Although maternity leave policy has improved over the years, challenges still exist including significant differences in the policy environment at the provincial level, and difficulties in implementing policy in some regions and enterprises.

China: leave and population policies

2019 ◽  
pp. 111-128
Author(s):  
Shirley Gatenio Gabel ◽  
Wen-Jui Han ◽  
Xiaoran Wang
Keyword(s):  
Family Policy ◽  
Maternity Leave ◽  
Social Research ◽  
Social Expectations ◽  
Population Policies ◽  
Paternity Leave ◽  
Child Policy ◽  
Changing Roles ◽  
Leave Policy ◽  
Maternity Leave Policy

China’s recent abolition of its one-child policy has provided a major impetus to formally restructure its Maternity Leave policy. Confronted by shifting socio-demographics and changing roles of government and employers as a result of a transition to a market economy, China needed to adjust the demographic structure of the country and address social expectations of family composition and caring. To motivate parents to have more than one child, Maternity Leave has been lengthened nation-wide and Paternity Leave introduced in some areas. This chapter reviews the evolution of modern Maternity Leave policy in China beginning in 1951 and traces how Maternity (and most recently Paternity) Leave policies have unfolded in response to changing political, socio-economic and demographic goals. In its earliest period, China’s leave policy was driven initially by socialist ideals, then largely by economic reasons and women’s rights from the 1980s into the new century. The most recent shift in family policy was primarily led by social research raising concerns about demographic changes and economic growth. The chapter ends with a discussion of how current changes may affect future directions.

scholarly journals Shared Parental Leave: Exploring Variations in Attitudes, Eligibility, Knowledge and Take-up Intentions of Expectant Mothers in London

2018 ◽  
Vol 48 (2) ◽  
pp. 387-407 ◽  
Author(s):  
KATHERINE TWAMLEY ◽  
PIA SCHOBER
Keyword(s):  
Maternity Leave ◽  
Policy Design ◽  
Parental Leave ◽  
Home Ownership ◽  
Future Research ◽  
Logistic Regression Models ◽  
Leave Policy ◽  
Expectant Mothers ◽  
The Uk ◽  
Research And Policy

AbstractIn April 2015, the UK introduced Shared Parental Leave (SPL), allowing mothers to transfer their maternity leave to their partners from two weeks after the birth or adoption of a child. There has been very limited research conducted on this leave policy to date and knowledge on take-up is poor. We present findings from an in-depth survey conducted with expectant mothers in two NHS trusts in England on their knowledge, views and plans around leave after the birth of their child and examine variations across educational and ethnic groups. A total of 575 expectant mothers took part in the survey. Around 7.4 per cent of expectant mothers who were (self-)employed or in education intended to take SPL. Finances and worries over fathers’ careers were cited as the primary barriers to take up of SPL. Individual entitlement for fathers and knowing others who took SPL increased individuals’ reported intention to take SPL. Applying logistic regression models, we found that knowledge of and access to SPL is correlated with education, ethnicity and home ownership. Future research and policy design should attend to such issues to ensure equitable access across families.

scholarly journals PATERNITY LEAVE (CUTI AYAH): Apa, Bagaimana dan untuk Apa?

2017 ◽  
Vol 12 (2) ◽  
pp. 351-366
Author(s):  
Dewi Ariyani
Keyword(s):  
Family Life ◽  
Parental Leave ◽  
Developed Countries ◽  
Work And Family ◽  
Labor Organization ◽  
Paid Leave ◽  
Paternity Leave ◽  
The World ◽  
Leave Policy ◽  
Better Than

Abstract: Paternity leave is part of the parental leave program. Paternity leave is a leave policy given to male workers by many reason, when childbirth or adopting a child. Paternity leave is essential for reconciling work and family life for men. In fact, paternity leave is still a debate in various countries. According to data from the World Labor Organization (ILO), in 2013 there have been 79 countries that set policy on paternity leave officially. The policies of these countries vary in terms of length of paid leave and salary payments. The paternity leave range varies from one day up to 90 days. In general, developed countries have paternity leave provisions better than others. As for salary payments, most countries set full wage payments, but others without payments. During paternity leave, fathers can interact with their children directly and build bounding attachments. Bounding attachment involves the process of enhancing the affectionate and inner attachments between parents and infants. Some things that can build bounding attachment between father and child is through the giving of touch and play together.Keyword: paternity leave, bonding attachment Abstrak: Paternity leave merupakan salah satu bagian dari program parental leave. Paternity leave adalah kebijakan cuti yang diberikan kepada pekerja laki-laki dengan alasan istri melahirkan atau pun karena mangadopsi anak. Paternity leave sangat penting untuk merekonsiliasi kehidupan kerja dan keluarga bagi pekerja laki-laki. Dalam praktiknya, paternity leave masih menjadi perdebatan di berbagai negara. Menurut data organisasi buruh dunia (ILO), pada tahun 2013 sudah ada 79 negara yang menetapkan kebijakan mengenai paternity leave secara resmi. Kebijakan negara-negara tersebut bervariasi dalam hal lama cuti yang diberikan dan pembayaran gaji/upah. Rentang waktu paternity leave bervariasi dari mulai satu hari sampai 90 hari. Secara umum negara maju mempunyai ketentuan paternity leave lebih baik daripada yang lainnya. Adapun mengenai pembayaran gaji atau upah, sebagian besar negaranegara menetapkan pembayaran upah penuh, namun ada pula yang tanpa pembayaran. Selama masa paternity leave, ayah dapat berinteraksi lebih dini dengan anak-anak mereka secara langsung dan membangun bounding attachment. Bounding attachment meliputi proses peningkatan hubungan kasih sayang dan keterikatan batin antara orang tua dan bayi. Beberapa hal yang dapat membentuk bounding attachment antara ayah dan anak adalah melalui pemberian sentuhan dan bermain bersama.Kata kunci: paternity leave, bounding attachment

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