Parental Leave for Residents and Pediatric Training Programs

PEDIATRICS ◽  
1995 ◽  
Vol 96 (5) ◽  
pp. 972-973
Author(s):  
Keyword(s):  
Maternity Leave ◽  
Training Programs ◽  
Parental Leave ◽  
Residency Training Program ◽  
Position Statement ◽  
Fellowship Training ◽  
State Laws ◽  
Medical Leave ◽  
Emotional Outcomes ◽  
The Family

The Family and Medical Leave Act of 19931 and a growing number of state laws will have an impact on training programs and their policies regarding parental leave for pediatric residents. As an advocate for children and their families, the American Academy of Pediatrics (AAP) supported the Family and Medical Leave Act and is concerned with the need to ensure healthy outcomes for pediatricians and their families. In accord with its expertise in the areas of child development and family dynamics, the Academy is committed to the development of rational, equitable, and effective parental leave policies that enable parents to spend adequate and good quality time with their new children. At least half of all female physicians are having their first children during their residency or fellowship training years.2,3 Furthermore, an increasing number of male residents are requesting parental leave to spend more time with their newborns. In 1989, a position statement on parental leave for residents by the American College of Physicians noted the increasing number of residents having children and raised concerns about both the health outcomes of the children and the emotional outcomes of their parents.4 The AAP believes that each residency training program should establish specific written guidelines on parental leave to address these concerns. Most program directors, however, have preferred to deal with the circumstances of each pregnancy leave on an individual basis. In 1990, the American Medical Association adopted a policy on maternity leave for residents.5

scholarly journals Parenting While in Training: A Comprehensive Needs Assessment of Residents and Fellows

2020 ◽  
Vol 12 (2) ◽  
pp. 162-167 ◽  
Author(s):  
Kirti Magudia ◽  
Thomas S. C. Ng ◽  
Alexander G. Bick ◽  
Megan A. Koster ◽  
Camden Bay ◽  
...  
Keyword(s):  
Clinical Training ◽  
Training Programs ◽  
Parental Leave ◽  
Fellowship Training ◽  
Parental Status ◽  
Specific Information ◽  
Online Questionnaire ◽  
Access And Affordability ◽  
Selection Of ◽  
Individual Training

ABSTRACT Background Parenting issues can affect physicians' choice of specialty or subspecialty, as well as their selection of individual training programs, because of the distinctive challenges facing residents and fellows with children. Specific information about how residents perceive these challenges is limited. Objective We sought to better understand the challenges associated with parenting during residency and fellowship training in order to inform policy and research. Methods In 2017, a voluntary online questionnaire was distributed to all 2214 Partners HealthCare graduate medical education trainees across 285 training programs. The survey queried attitudes of and about trainees with children and assessed needs and experiences related to parental leave, lactation, and childcare. Responses were compared between subgroups, including gender, surgical versus nonsurgical specialty, parental status, and whether the respondent was planning to become a parent. Results A total of 578 trainees (26%) responded to the questionnaire. Of these, 195 (34%) became parents during training. An additional 298 (52%) planned to become parents during training. Respondents overwhelmingly agreed that their institution should support trainees with children (95%) and that doing so is important for trainee wellness (98%). However, 25% felt that trainees with children burden trainees without children. Childcare access, affordability, and availability for sufficient hours were identified as key challenges, along with issues related to parental leave, lactation facilities, and effect on peers. Conclusions This survey highlights trainees' perspectives about parenting during their clinical training, signaling parental leave, lactation facilities, and childcare access and affordability as particular challenges and potential targets for future interventions.

Residency Maternity Leave

PEDIATRICS ◽  
1996 ◽  
Vol 98 (3) ◽  
pp. 515-515
Author(s):  
Robert S. Walter
Keyword(s):  
American Academy ◽  
Maternity Leave ◽  
Training Programs ◽  
Parental Leave ◽  
Strong Support ◽  
Common Reason ◽  
Careful Planning ◽  
Pediatric Residents ◽  
American Academy Of Pediatrics

This letter is in strong support of the principles outlined in the American Academy of Pediatrics (AAP) statement on parental leave for pediatric residents and pediatric training programs.1 While family illness, paternity, and other personal leave issues must be appropriately handled, maternity leave situations are by far the most common reason for schedule adjustments for our residency each year. Although these adjustments can take much effort (especially by the resident involved and the chiefs) to ensure fairness to all, they can be successful with careful planning of call schedules and rotation changes.

6. Parental rights

2018 ◽  
Author(s):  
Michael Jefferson
Keyword(s):  
Maternity Leave ◽  
Parental Leave ◽  
Sex Discrimination ◽  
Parental Rights ◽  
Essential Information ◽  
Sex Equality ◽  
Flexible Working ◽  
The Family ◽  
The Right ◽  
Staying At Home

Each Concentrate revision guide is packed with essential information, key cases, revision tips, exam Q&As, and more. Concentrates show you what to expect in a law exam, what examiners are looking for, and how to achieve extra marks. This chapter discusses the law on parental rights. Topics covered include maternity leave, parental leave, time off for dependants, and right to request flexible working. The right to shared parental leave (SPL) is singled out for detailed treatment, partly because it is fairly new, and partly because, some would say, it exemplifies an old-fashioned approach to sex equality when caring for newborns. The option as to whether her partner can share in SPL is for the mother to decide; the mother may receive (by contract) enhanced maternity pay, but there is no enhanced SPL. The effect is to reinforce the mother’s staying at home because if she goes back to work, the family will lose most of the partner’s income because the rate of pay for SPL is low, around £145 a week. The latter point is arguably sex discrimination, and during the currency of this book the Employment Appeal Tribunal will decide this issue (at the time of writing employment tribunals are split).

scholarly journals Parental Leave for Residents at Programs Affiliated With the Top 50 Medical Schools

2019 ◽  
Vol 11 (4) ◽  
pp. 472-474 ◽  
Author(s):  
Emily Gottenborg ◽  
Lindsay Rock ◽  
Alison Sheridan
Keyword(s):  
Parental Leave ◽  
Average Duration ◽  
Medical Schools ◽  
Medical Leave ◽  
Paid Leave ◽  
Family Medical Leave Act ◽  
Policies And Procedures ◽  
The Family ◽  
Paid Parental Leave ◽  
Family Medical Leave

ABSTRACT Background Of the top 15 medical schools with affiliated graduate medical education (GME) programs, 8 offer paid parental leave, with an average duration of 6.6 weeks. It is not known how other GME programs approach parental leave. Objective We searched for the parental leave policies for residents in programs affiliated with the top 50 medical schools. Methods In 2019, we identified the top 50 medical schools designated by US News & World Report in the research and primary care categories (totaling 59 schools), and identified the associated GME programs. For each school, we accessed its website and searched for “GME Policies and Procedures” to find language related to maternity, paternity, or parental leave, or the Family Medical Leave Act. If unavailable, we e-mailed the GME office to identify the policy. Results Of 59 schools, 25 (42%) described paid parental leave policies with an average of 5.1 weeks paid leave; 11 of those (44%) offer ≤ 4 weeks paid parental leave. Twenty-five of 59 (42%) programs did not have paid parental leave, but 13 of these specify that residents can use sick or vacation time to pay for part of their parental leave. Finally, 13 of 59 (22%) offered state mandated partial paid leave. One school did not have any description of parental leave. Conclusions While paid parental leave for residents has been adopted by many of the GME programs affiliated with the top 50 medical schools, it is not yet a standard benefit offered to the majority of residents.

Construction and Validation of the Quality of Maternity Leave Scales (QMLS)

2019 ◽  
Vol 28 (2) ◽  
pp. 337-359
Author(s):  
Haley M. Sterling ◽  
Blake A. Allan
Keyword(s):  
Maternity Leave ◽  
The United States ◽  
Decent Work ◽  
Subjective Experiences ◽  
Medical Leave ◽  
The Family ◽  
Leave Policy ◽  
Working Adult ◽  
Maternity Leave Policy

Maternity leave is not federally guaranteed or paid in the United States. Although there has been an increase of women in the workforce, federal maternity leave policy has not changed since the adoption of the Family and Medical Leave Act in 1993. The subjective quality of this maternity leave is likely an important component of what mothers perceive to be decent work. However, no scholars have developed measurements examining mothers’ subjective experiences of the quality of their maternity leave. Therefore, the goal of the current research was to develop scales measuring six domains of quality of maternity leave: time off, flexibility, coworker support, discrimination, microaggressions, and benefits (e.g., pay, health care, disability insurance). In two studies with diverse samples of working, adult mothers, we provide evidence for the factor structure, validity, and internal consistency of the Quality of Maternity Leave Scales.

The Ninth Month

2019 ◽  
pp. 253-266
Author(s):  
Vanessa LoBue
Keyword(s):  
United States ◽  
Return To Work ◽  
Maternity Leave ◽  
The United States ◽  
New Mothers ◽  
Medical Leave ◽  
The Family ◽  
Pros And Cons

This chapter describes the development of the infant in the ninth month of life. As the fall approaches and the author has to return to work, she has to make different choices about childcare. Because in the United States employers are only required to provide 12 weeks of maternity leave under the Family and Medical Leave Act (FMLA), and very often that leave is unpaid, most new mothers must return to work while their children are still infants. The chapter focuses on describing different childcare options—specifically daycare versus nannies—and the pros and cons of each based on research.

6. Parental rights

2021 ◽  
pp. 89-106
Author(s):  
Michael Jefferson
Keyword(s):  
Maternity Leave ◽  
Parental Leave ◽  
Sex Discrimination ◽  
New Right ◽  
Parental Rights ◽  
Essential Information ◽  
Sex Equality ◽  
Flexible Working ◽  
The Family ◽  
The Right

Each Concentrate revision guide is packed with essential information, key cases, revision tips, exam Q&As, and more. Concentrates show you what to expect in a law exam, what examiners are looking for, and how to achieve extra marks. This chapter discusses the law on parental rights. Topics covered include maternity leave, parental leave, time off for dependants, the right to request flexible working, and the new right of parents to bereavement leave. The right to shared parental leave (SPL) is singled out for detailed treatment, partly because it is fairly new, and partly because, some would say, it exemplifies an old-fashioned approach to sex equality when caring for newborns. The option as to whether her partner can share in SPL is for the mother to decide; the mother may receive (by contract) enhanced maternity pay, but there is no enhanced SPL. The effect is to reinforce the mother’s staying at home because if she goes back to work, the family will lose most of the partner’s income because the rate of pay for SPL is low, around £151 a week. The latter point is arguably sex discrimination, and, during the currency of this book, the Employment Appeal Tribunal will decide this issue (at the time of writing employment tribunals are split).

Leaves and Leaving: The Family and Medical Leave Act and the Decline in Maternal Labor Force Participation

2010 ◽  
Vol 10 (1) ◽  
Author(s):  
Natalie K Goodpaster
Keyword(s):  
Labor Force ◽  
Labor Force Participation ◽  
Maternity Leave ◽  
State Level ◽  
Single Women ◽  
Married Women ◽  
Job Tenure ◽  
Difference In Differences ◽  
Medical Leave ◽  
The Family

Abstract Since the mid-1990s, there has been a steady decrease in the labor force participation of married women with children under the age of six. There is little empirical evidence that changes in demographics are responsible for the falling participation rates. Rather, it appears that this trend is concentrated amongst women with children under the age of two and that federal maternity leave mandates are most responsible. I estimate the effect of the Family and Medical Leave Act (FMLA) on participation by using the FMLA as a natural experiment and exploiting state-level differentiation in maternity leave statutes. Theoretically, maternity leave statutes intend to preserve job tenure for expecting mothers. However, if an employed mother on maternity leave learns that her value for staying at home exceeds her value from working, she will exit the labor force once the leave expires. Difference-in-differences estimates show that after the FMLA, employed and expecting married mothers who live in an area without state-mandated maternity leave are 2.7 percentage points more likely to leave the labor force after taking maternity leave than those who live in an area with state-mandated maternity leave. As a sensitivity test, I evaluate married women without infant children and single women as additional control groups to estimate difference-in-difference-in-differences effects of the FMLA. Altogether, the increase in the proportion of mothers leaving the labor force due to federally-mandated maternity leave accounts for almost two-thirds of the overall fall in labor force participation.

scholarly journals Work and parenting vs. work or parenting

2018 ◽  
pp. 467-477
Author(s):  
Petar Vasic ◽  
Vera Gligorijevic
Keyword(s):  
Young Women ◽  
Maternity Leave ◽  
Population Policy ◽  
Parental Leave ◽  
Similar Amount ◽  
Previous Version ◽  
Work Arrangements ◽  
The Family ◽  
The Law ◽  
The Right

One of the two key measures to encourage birth within the Law on Financial Support to the Family with Children is salary compensation during parental leave. The very nature of maternity leave as a financial measure (based on the previous version of the Law) additionally contributed to the birth postponement in the period of stable employment. Under the conditions of high unemployment of young women, this measure seems to have deepened the problem because women were waiting for permanent employment on the basis of which they could obtain the right to maternity leave, young women often postponed birth for many years, objectively reducing the chances of conception. The new version of the Law formulates the specific conditions for gaining the right to salary compensation in a different way, which will almost certainly result in a much greater coverage by this measure. On the other hand, the method of calculating the compensation base is such that the average amount of compensation in relation to the previous version of the Law could be lower, so it can be concluded that the legislator wanted to achieve as much coverage as possible with a relatively similar amount of budgetary allocations. These amendments to the Law could have a positive effect through increased coverage and greater impact through creating a pro-family climate in a country that supports the family. Secondly, population groups that work on temporary and occasional jobs, and especially young people engaged in short-term contracts (under six months), whose work arrangements are often interrupted, will now be covered. Thirdly, the formulated conditions in this manner will potentially allow faster acquisition of the right to compensation at a lower age. Fourth, gaining rights at a lower age will potentially influence the pace of fertility and indirectly to the birth quantum. Regardless of the fact that by adopting the latest version the Law is undoubtedly improved, there is still a huge space for its significant improvement. As it was pointed out that the parental leave can have more dimensions, and that the importance of its flexibility and use by both parents is equally important for the decision to give birth, and in particular for the decision on the number and time of higher order births, it would be of great demographic significance for the system of work-parenting convergement to harmonize with the postulates of modern population policy and take into account positive experience of countries with confirmed effect on fertility as soon as possible.

scholarly journals 84. Paying for Parenthood: Misinterpretation of ABIM Leave Policies May Lead to Unnecessary Extension of ID Fellowships

2021 ◽  
Vol 8 (Supplement_1) ◽  
pp. S54-S54
Author(s):  
Wendy Stead ◽  
Catherine P Gardiner ◽  
Laura P Desrochers ◽  
Kathleen Finn ◽  
Furman S McDonald ◽  
...  
Keyword(s):  
Internal Medicine ◽  
Infectious Disease ◽  
Maternity Leave ◽  
Parental Leave ◽  
Program Directors ◽  
Fellowship Training ◽  
Fellowship Program ◽  
Equal Time ◽  
Birth Parent ◽  
Anonymous Questionnaire

Abstract Background Many trainees plan pregnancy during fellowship training. A study of internal medicine program directors (PDs) demonstrated frequent misinterpretation of American Board of Internal Medicine (ABIM) leave policies when applied to parental leave. The ABIM has since attempted to clarify its leave and deficits in training policies. The primary aim of this study was to investigate how infectious disease (ID) program directors interpret the current ABIM leave policies in crafting parental leave for trainees. Methods We surveyed 155 ID program directors in an online, anonymous questionnaire regarding their knowledge of ABIM leave policies and application toward trainees’ leaves of absence. Results 75/155 (48%) of program directors responded to the survey. Most respondents incorrectly identified the leave limits permitted by ABIM policies, and a majority mistakenly chose to extend training when a clinically competent fellow was within their allowed duration of leave.(Figure 1) Most respondents correctly identified that equal time is permitted for both birth and non-birth parent parental leave, however, reported leave durations did not reflect this equity. PDs reported the majority (60.4%) of ID trainee maternity/birth parent leaves at their programs were ≤7weeks and 4.6% were≤3 weeks, while only 7% were≥12 weeks. In contrast, 50% of paternity/non birth parent leaves were ≤3weeks and none were ≥12 weeks. (Figure 2) PDs utilize various strategies to prevent extending training for fellows taking parental leaves that exceed the limits allowed by ABIM policies, including creating “home electives,” though 34% counsel trainees to take “a shorter maternity leave.” Conclusion Fellowship program directors often misinterpret ABIM leave policies, and misapply them when given example scenarios. These findings have clear implications for trainees’ family planning and may lead to shortened parental leaves and inappropriate fellowship training extensions. Disclosures All Authors: No reported disclosures

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