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.

20. Family-friendly statutes

2019 ◽  
pp. 343-368
Author(s):  
Stephen Taylor ◽  
Astra Emir
Keyword(s):  
Maternity Leave ◽  
Parental Leave ◽  
Health And Safety ◽  
Safety Issues ◽  
Paternity Leave ◽  
Flexible Working ◽  
Family Friendly ◽  
Care Health ◽  
The Right ◽  
The Impact

This chapter looks at ‘family-friendly employment laws’ and breaks each down into its component parts. It also considers whether it is appropriate that the statute book should reflect a commitment to a ‘work-life balance’, or whether this kind of legislation in fact ignores the needs of business and therefore has a deleterious effect on the economy. It begins with a background on ‘family-friendly’ legislation. It then discusses ante-natal care, health and safety issues, maternity leave, maternity pay, paternity leave, shared parental leave, adoption leave, parental leave, time off for dependants, the right to request flexible working, the right to request time off for training and the impact of family-friendly legislation.

6. Family Friendly Rights

2018 ◽  
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 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 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.

9. Work–Life Balance

2020 ◽  
pp. 309-346
Author(s):  
David Cabrelli
Keyword(s):  
Maternity Leave ◽  
Parental Leave ◽  
Work Life ◽  
Work Life Balance ◽  
Family Responsibilities ◽  
Life Balance ◽  
Flexible Working ◽  
Personal Services ◽  
Family Friendly ◽  
Employment Rights

This chapter analyses the statutory employment ‘family-friendly’ rights contained in the Employment Rights Act 1996 and the subordinate legislation which has a bearing on the work–life balance of employees, workers, and other individuals providing personal services. These include the protection of pregnant workers, and the statutory arrangements for maternity leave and maternity pay. It also examines family-friendly measures which seek to achieve a more equal division of family responsibilities between couples, such as the statutory rights to shared parental leave, paternity leave, adoption leave, and parental leave, as well as the rights to request flexible working and to take time off work to deal with dependants.

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 The Effects of Paternity Leave on Parents’ Earnings Trajectories and Earnings Inequality

2019 ◽  
Author(s):  
Youjin Choi ◽  
Anders Holm ◽  
Rachel Margolis
Keyword(s):  
Labor Force Participation ◽  
Family Income ◽  
Parental Leave ◽  
Earnings Inequality ◽  
Men And Women ◽  
Mothers And Fathers ◽  
Paternity Leave ◽  
Insurance Program ◽  
The Family ◽  
Paid Parental Leave

Paid parental leave from work reserved for mothers and fathers is one policy that has been proposed to equalize labor force participation, wages, and childcare for men and women. We examine the effects of fathers’ use of parental leave on paternal, maternal and family earnings, as well as earnings inequality within the family exploiting the institution of the Quebec Parental Insurance Program which reserved 5 weeks of leave for fathers. We find that ten years after the birth, father’s use of parental leave increases family income and makes wages more equal within the family.

scholarly journals Parental Leave Policies in Canadian Residency Education

2021 ◽  
Vol 13 (2) ◽  
pp. 206-212
Author(s):  
Tara Stratton ◽  
Lauren Cook-Chaimowitz ◽  
Alim Pardhan ◽  
Natasha Snelgrove ◽  
Teresa M. Chan
Keyword(s):  
Maternity Leave ◽  
Parental Leave ◽  
Residency Education ◽  
Medical Residents ◽  
Third Trimester ◽  
Policy Documents ◽  
Flesch Reading Ease ◽  
Parents And Children ◽  
Financial Benefits ◽  
Paid Parental Leave

ABSTRACT Background In recent decades, the gender makeup of Canadian medical residents has approached parity. As residency training years coincide closely with childbearing years and paid parental leave is associated with numerous benefits for both parents and children, it is important for there to be clarity about parental leave benefits. Objectives We aimed to conduct a comprehensive review of maternity and parental leave policies in all residency education programs in Canada, to highlight gaps that might be improved or areas in which Canadian programs excel. Methods We searched websites of the 8 provincial housestaff organizations (PHOs) for information regarding pregnancy workload accommodations, maternity leave, and parental leave policies in each province in effect as of January 2020. We summarized the policies and analyzed their readability using the Flesch Reading Ease. Results All Canadian PHOs provide specific accommodations around maternity and parental leave for medical residents. All organizations offer at least 35 weeks of total leave, while only 3 PHOs offer extended leave of about 63 weeks, in line with federal regulations. All but 2 PHOs offer supplemental income to their residents, although not for the full duration of offered leave. All PHOs offer workplace accommodations for pregnant residents in their second and/or third trimester. Conclusions Although all provinces had some form of leave, significant variability was found in the accommodations, duration of leave, and financial benefits provided to medical residents on maternity and parental leave across Canada. There is a lack of clarity in policy documents, which may be a barrier to optimal uptake.

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