WORK-LIFE BALANCE - CHALLENGES OF GENDER EQUALITY IN THE LABOR MARKET IN THE REPUBLIC OF NORTH MACEDONIA VS EUROPEAN UNION

2021 ◽

pp. 88-103

Author(s):

Zuzana Horváthová ◽

Iva Fischerová ◽

Josef Abrahám

Keyword(s):

European Union ◽

Czech Republic ◽

Social Policy ◽

Slovak Republic ◽

Work Life ◽

Work Life Balance ◽

The European Union ◽

Life Balance ◽

The Czech Republic ◽

Paternity Leave

The paper deals with the social policy of the European Union, specifically the directive (EU) 2019/1158 of the European Parliament and of the Council of 20 June 2019 on work-life balance for parents and carers and repealing Council Directive 2010/18/EU. And it is considering the changes that need to be made in the area of labour law, especially concerning the Labour Code, and partially in social security in the Czech Republic and the Slovak Republic, in connection with the requirement to transpose this directive. The aim of the paper is to evaluate the valid legislation of the Czech Republic and Slovak Republic in the monitored area. Key words: social policy, European Union, work-life balance, directive, parental leave, paternity leave, carers ́ leave, social security.

Download Full-text

Is maternal labor market re-entry after childbirth facilitated by mothers’ and partners’ flextime?

Human Relations ◽

10.1177/0018726719856669 ◽

2019 ◽

Vol 73 (8) ◽

pp. 1106-1128

Author(s):

Yvonne Lott

Keyword(s):

Labor Market ◽

Event History Analysis ◽

Family Policy ◽

Parental Leave ◽

National Level ◽

Past Research ◽

Work Life ◽

Work Life Balance ◽

Policy Reforms ◽

Life Balance

How do national-level work–life balance policies shape the role of flextime in maternal labor market re-entry after childbirth? It is well known that such policies influence the adoption, provision, and support of flexible work arrangements by organizations, but whether they shape the relevance of these arrangements for workers has been neglected in past research. This article analyzes whether mothers’ and partners’ flextime facilitates maternal labor market re-entry after childbirth in Germany, where family policy reforms have been implemented in the last two decades. Event history analysis based on German Socio-Economic Panel (SOEP) data from the years 2003–2013 revealed that mothers were more likely to re-enter the labor market if they had used flextime before childbirth. However, this effect existed only before the implementation of family policy reforms, namely the introduction of parental leave in 2007 and the expansion of public childcare. Moreover, the use of flextime before childbirth did not encourage mothers to maintain previous work hours (the legal right to work part time has existed in Germany since 2001). Partners’ use of flextime before childbirth was found to be less relevant for mothers’ return to work after childbirth. The analysis indicates that generous national-level work–life balance policies can diminish the effectiveness of organizational work–life balance policies for mothers’ employment behavior.

Download Full-text

Part-time work, work–life balance and gender equality

Journal of Social Welfare and Family Law ◽

10.1080/09649069.2015.1081225 ◽

2015 ◽

Vol 37 (3) ◽

pp. 321-333 ◽

Cited By ~ 10

Author(s):

Clare Lyonette

Keyword(s):

Gender Equality ◽

Work Life ◽

Work Life Balance ◽

Life Balance ◽

Time Work ◽

Part Time ◽

And Gender ◽

Part Time Work

Download Full-text

Work-life balance of teaching staff at higher education during COVID 19 pandemic

Serbian Journal of Engineering Management ◽

10.5937/sjem2101064i ◽

2021 ◽

Vol 6 (1) ◽

pp. 63-71

Author(s):

Tatjana Ilić-Kosanović

Keyword(s):

Higher Education ◽

Higher Education Institutions ◽

Complex Problem ◽

Work Life ◽

Work Life Balance ◽

Teaching Staff ◽

Life Balance ◽

Work From Home ◽

Scientific Papers ◽

The Republic

The issue of work-life balance of teaching staff at higher education institutions is becoming more interesting for the researchers due to complexity in responsibilities of teachers which include not only teaching and preparation of lectures, but primarily scientific research and scientific papers writing, as well as various administrative and managerial duties (vice deans, department chiefs, etc.). This topic is getting importance not only in regard to women in higher education teaching positions, but to overall attracting and retaining talent This complex problem has been particularly evident in disaster circumstances such as the COVID-19 virus pandemic. This paper studies attitudes (in the form of interviews) of teaching staff -teaching assistants, lecturers (languages), assistant professors, associate professors and full professors towards the achieved work-life balance during period of working from home during the lockdown imposed in Serbia from March, to May when the most higher education institutions returned to semi-regular ways of operations on the example of the School of Engineering Management from Belgrade, the Republic of Serbia. Even though the sample is small, it can be concluded that all levels of teaching staff have had difficulties in maintaining work-life balance during the work from home, especially the ones with children of school age.

Download Full-text

Familie-arbejdslivspolitikker fra et ligestillingsperspektiv - det "glemte" sociale ansvar i danske CSR-initiativer

Kvinder Køn & Forskning ◽

10.7146/kkf.v0i4.28002 ◽

2010 ◽

Author(s):

Trine P. Larsen

Keyword(s):

Social Responsibility ◽

Gender Equality ◽

Work Life ◽

Work Life Balance ◽

Life Balance ◽

Collective Agreements ◽

Care Giving ◽

Social Partners ◽

Promote Gender Equality ◽

National Governments

Work-life balance policies from a gender equality perspective – the forgotten corpo- rate social responsibility in Danish CSR policy. CSR has increasingly attracted national governments and social partners’ attention worldwide. Denmark is no exception. The Danish initiatives have mainly focused on employment related issues rather than gender equality and work-life balance issues. In fact, gender equality is rarely a topic discussed in the Danish CSR policies. This paper argues that social partners have through collective agreements voluntary taken on a social responsibility to ease employees’ work/life balance and thereby promote gender equality. However, these policies mainly address the problems faced by working mothers, less so fathers and rarely careers other than parents are therefore expected to combine work and care-giving with limited if no support from their workplace.

Download Full-text