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At least 19 recordsLinked to original sources
PubMed2003

Parental leave: the impact of recent legislation on parents' leave taking.

We use data from the Survey of Income and Program Participation to examine the impact of leave entitlements on unpaid leave usage by men and women after the birth of a child from 1991 to 1999. The results indicate that legislation providing the right to unpaid leave has not affected men's leave usage. The results for women are mixed: in some specifications, leave entitlements are associated with increased leave taking or longer leaves, but the results depend on how we define leave coverage. Our results point to the limited impact of unpaid leave policies and the potential importance of paid-leave policies.

Family Characteristics↗
PubMed1991

Effect of parental leave laws debatable.

A federal parental leave law will cause few problems for hospitals because many offer similar benefits voluntarily. But supporters of a federal parental leave law, including the American Nurses' Assn., have used "horror stories" involving female hospital employees to show lawmakers why parental leave should be mandated.

Nursing Staff, Hospital↗
PubMed1998

Survey of parental-leave policies and experiences in Ontario academic departments of psychiatry.

OBJECTIVE: To analyze psychiatrists' self-reports on a survey of faculty parental leaves conducted in 5 Ontario faculties of medicine. METHOD: A self-report questionnaire was mailed to all Ontario academic medical faculty members requesting information on demographics, parenting status, knowledge of parental-leave policies, personal and collegial experience of recent parental leave, and opinions about ideal parental-leave policies. RESULTS: The survey yielded a 48.6% response rate (3104 respondents). Of the respondents, 318 (10.2%) were academic psychiatrists and 113 (35.5%) of them had or adopted children since 1990. Of the 113 recent parents, 59 (53.2%) did not know their official university parental-leave policy. Fifty-one (48.1%) psychiatrists had recently taken parental leave (30 female, 21 male). Of these, females (26, 86.7%) were more likely than males (0%) to take more than 8 weeks' leave (P = 0.001). The income paid during parental leave was highly variable. Although 192 (64.4%) psychiatrists recommended that temporary replacements be hired and 175 (59.1%) recommended that the replacements be paid from a common faculty risk pool, replacements were hired for only 7 (13.7%) recent leaves. This replacement rate for psychiatry parental leaves was the second lowest of 8 medical specialties. Several leave takers felt that the leave negatively affected their research (32, 32.7%), administration (24, 23.3%), overall career course (23, 21.5%), colleagues' workload (27, 26.2), clinical work (19, 18.3%), teaching (18, 17.3%) and colleagues' attitudes toward them (11, 10.4%). Although 220 (71.5%) academic psychiatrists recommended paid leave to the primary caregiver for 16 or more weeks, 88 (28.6%) recommended less than the 17-week national standard. For secondary caregivers, 202 (66.0%) academic psychiatrists recommended a paid leave of 1-8 weeks, but 63 (20.6%) recommended paid leave for less than 1 week. One hundred and fifty-four psychiatrists (53.1%) recommended that parental-leave income be composed of usual income excluding clinical earnings, a less generous recommendation than that suggested by academic physicians in family medicine, pediatrics, internal medicine, and surgery. CONCLUSIONS: The lack of knowledge of parental-leave policies and the variability in income and duration of parental leaves among Ontario academic psychiatrists call for the development, transmission, and implementation of equitable policies. Common faculty risk pools should be established to pay temporary replacements for parental leaves to facilitate the hiring of replacements and to avoid overburdening remaining colleagues. Strategies to allow new parents to continue their career development, especially in research, need further attention. There are clear discrepancies between what psychiatrists believe to be the vital role of early parenting in child development and what they recommend and provide with regard to parental leave for their colleagues. These discrepancies become more evident when compared with the more generous policies and practices in several other medical specialties.

Academic Medical Centers↗
PubMedDate not supplied

International policies toward parental leave and child care.

The pleasures and pressures of parenting a newborn are universal, but the supports surrounding parents vary widely from country to country. In many nations, decades of attention to benefits and services for new parents offer lessons worthy of attention in this country. This article describes policies regarding parental leave, child care, and early childhood benefits here and in 10 industrial nations in North America and Europe. The sharpest contrast separates the United States from the other countries, although differences among the others also are instructive: The right to parental leave is new to American workers; it covers one-half of the private-sector workforce and is relatively short and unpaid. By contrast, other nations offer universal, paid leaves of 10 months or more. Child care assistance in Europe is usually provided through publicly funded programs, whereas the United States relies more on subsidies and tax credits to reimburse parents for part of their child care expenses. Nations vary in the emphasis they place on parental leave versus child care supports for families with children under age three. Each approach creates incentives that influence parents' decisions about employment and child care. Several European nations, seeking flexible solutions for parents, are testing "early childhood benefits" that can be used to supplement income or pay for private child care. Based on this review, the author urges that the United States adopt universal, paid parental leave of at least 10 months; help parents cover more child care costs; and improve the quality of child care. She finds policy packages that support different parental choices promising, because the right mix of leave and care will vary from family to family, and child to child.

Canada↗
PubMed2005

Rethinking work and family policy: the making and taking of parental leave in Australia.

Despite the continued increase in female participation rates, Australia remains one of only two developed nations in the world without a paid maternity leave scheme. While research interest and public policy debate about paid maternity leave entitlements continues, little is known about the actual utilization of the 52 weeks unpaid parental leave that is currently available to all employees. Moreover, research and policy debate on the availability and provision of paid paternity leave has only just begun. This paper argues that, given the gendered nature of employee entitlements, it is time to re-evaluate all aspects of parental leave policy in Australia. Using unique data from a national survey of Australian employees, the paper provides a statistical analysis of the use of unpaid parental leave and the availability of paid maternity leave. The paper models the availability of paid maternity leave to Australian employees as a function of demographic and organizational characteristics, including annual income, union status, and establishment size. A parallel analysis of the likelihood that an individual has used the unpaid parental leave provision is also provided. The results show that the existing unpaid parental leave provision is rarely used and that the current availability of paid maternity leave is inequitable. The paper discusses the conceptual and policy implications of these results and concludes that a re-thinking of parental leave policy in Australia is essential if gender inequities at work and in society are to be addressed.

Adult↗
PubMed2006

The impact of parental leave on extending training and entering the board certification examination process: a specialty-based comparison.

OBJECTIVE: To study the impact of parental leave on extending residency training and the timing of entrance into the specialty board certification examination system. METHODS: From June 3, 2005, through December 28, 2005, primary specialty board policies regarding parental leave, absence from training, and the timing of entrance into the board certification examination process were reviewed for all American Board of Medical Specialties programs with a national enrollment of more than 100 residents. The impact of a 6-week parental leave on extending training and qualifying to enter the board certification examination system was compared among these specialties. RESULTS: All specialty boards studied, except for the American boards of neurosurgery, ophthalmology, psychiatry, neurology, and thoracic surgery, have defined limits on absences from training. The limits on absence from training among the 21 other residency programs studied are generally similar, but important differences exist. These differences include the maximum length of time away from training per year, whether absence from training can accumulate year to year, and whether the length of time away from training is consistent for each postgraduate year of the training program. The impact of a 6-week parental leave on qualifying for the board certification examination system on schedule varies from no impact to delaying entrance for 1 year. CONCLUSION: Specialty board policies regarding absence from training and entering the board certification examination process vary and could influence decisions about family planning, the length of time taken for parental leave, the use of vacation time for parental leave, and resident well-being.

Certification↗
PubMedDate not supplied

Who cares for the children? Pediatricians and parental leave.

CONTEXT: Evidence suggests that parental leave (PL) benefits child health and infant-parent attachment, yet little is known about how pediatricians view and discuss PL with parents. OBJECTIVE: To determine pediatricians' attitudes, practices, and their own use of PL, and how these may vary by gender. DESIGN: Random mail surveys to 750 male and 750 female pediatricians focusing on attitudes about PL and the discussion of PL. Respondents with children were asked about their own PL use. After stratifying by gender, questions were compared using the chi-square, linear trend, and t test. Logistic regression was used to predict the likelihood of discussing PL. RESULTS: Forty-four percent of men and 92% of women took time off after the arrival of a new child--a median of 14 days and 67 days, respectively. The majority (55%) believe it is important to discuss PL; however, 8% of men and 24% of women do so (P<.01). Men who took PL were 3.6 times more likely to discuss PL (P=.04) than men who did not. For women, each month increase in length of leave was associated with 2.2 times greater likelihood of discussing PL (P<.01). Women in smaller practices were 2.1 times more likely to discuss PL (P=.01) than women in larger practices. CONCLUSION: Many pediatricians take PL and believe it is an important topic for discussion. Few pediatricians, however, incorporate discussion into their practices. In an era when most children grow up in households where both parents work outside the home, pediatricians should consider discussing with parents this important element of child health.

Adolescent↗
PubMedDate not supplied

Funding child rearing: child allowance and parental leave.

This article proposes two financing plans to address what the author identifies as the two primary concerns in the child care field: (1) a child allowance for poor and near-poor households to address the child care problems of low-income families, and (2) a program of voluntary parental leave, available to all parents at child birth or adoption, to ensure the adequacy of infant care. The child allowance plan would cover the first three children in families up to 175% of the poverty level (more than 22 million children) at an annual cost of $45 billion. The author suggests that the allowance could be financed by redirecting funds from existing income support (for example, Aid to Families with Dependent Children), tax credit, and tax deduction programs. Financing the parental leave program would require new revenues, generated by an employee-paid increase in payroll tax totaling 3.5%. Each employee's contributions would create a parental leave account (PLA). Families could use the funds in these accounts to cover the cost of a one-year leave from work after the birth or adoption of a child. If families did not have enough dollars in their accounts to cover the cost of the leave, the federal government would extend a low-interest loan to them, which they would have to pay back. The amount individuals receive through Social Security would be adjusted upward or downward according to the balances in their parental leave accounts at retirement. The author suggests that both proposals would help parents balance work and family obligations and protect parental freedom of choice over the care and upbringing of their children.

Child Rearing↗
PubMed2000

Parental leave and child health.

This study investigates whether rights to parental leave improve pediatric health. Aggregate data are used for 16 European countries over the 1969 through 1994 period. More generous paid leave is found to reduce deaths of infants and young children. The magnitudes of the estimated effects are substantial, especially where a causal effect of leave is most plausible. In particular, there is a much stronger negative relationship between leave durations and post-neonatal or child fatalities than for perinatal mortality, neonatal deaths, or low birth weight. The evidence further suggests that parental leave may be a cost-effective method of bettering child health.

Child Welfare↗
PubMed1987

Parental leave: the need for a national policy to foster sexual equality.

Working women are without substantial protection from the ramifications of pregnancy discrimination, and the opportunities for working men to take leave from work to participate in child care are limited. Recently, private businesses have begun implementing maternity or parental leave policies to address these problems. These policies are inconsistent, however, and a national parental leave program is needed to help women attain equal access to jobs and to provide men with the opportunity to participate in child care. This Note examines the historical background of pregnancy discrimination litigation and legislation, and highlights the gaps in the protection currently afforded women. It suggests that a federal parental leave policy may expand the scope of this protection, and attempts to gain insight and draw conclusions from analogous parental leave programs in foreign countries which may be used as models for a national program in the U.S. Such a program would benefit parents, children, and society by removing some of the obstacles to sexual equality.

Child Care↗
PubMed2000

Medical faculty's views and experiences of parental leave: a collaborative study by the Gender Issues Committee, Council of Ontario Faculties of Medicine.

OBJECTIVES: To examine medical faculty's actual and ideal parental leave arrangements with the aim of informing policy decisions. Leave lengths, effect on career, financial arrangements, and availability of temporary replacements were explored. METHODS: All medical faculty (6387) in Ontario, Canada were surveyed by mail and asked about parental leave experiences since 1990. Responses of men and women were compared as were those of leave takers and the entire group. RESULTS: Thirty-two percent (n = 996) of the 3107 respondents were women and 68% (n = 2067) were men. Ninety-eight percent (n = 317) of new mothers had taken maternity leave, while only 21% (n = 159) of new fathers had. Both paid and unpaid leave was generally shorter than that allowed by law or identified as ideal. Parental leave had a somewhat negative effect on the careers of all faculty. Women were more worried than men about the effect of their absence on colleagues' work and more generous with ideal leave length and funding. Temporary replacement of leave takers was central to an effective leave policy. CONCLUSIONS: Institutional and academic culture may cause new parents to take suboptimal leave despite legislation allowing more. A change in the work environment is required for medicine to offer its teachers what it teaches--that infants benefit from nurturing, nursing, and stability early in life.

Attitude of Health Personnel↗
PubMed1995

Maternity and parental leave policies at COTH hospitals: an update. Council of Teaching Hospitals.

Because residents' demands for parental leave are increasing, updated information about maternity and paternity leave policies was solicited from hospitals that are members of the Council of Teaching Hospitals (COTH) of the AAMC. A 20-item questionnaire, combining forced-choice categories and open-ended questions, was faxed to 405 COTH hospitals in October 1994; 45% responded. A total of 77% of the respondents reported having written policies for maternity and/or parental leave; in 1989, only 52% of COTH hospitals had reported having such policies. Forty-one percent of the 1994 responding hospitals offered dedicated paid maternity leave, with a mean of 42 days allowed. Twenty-five percent of the respondents offered paternity leave, and 15% offered adoption leave. It is encouraging that the majority of the teaching hospitals that responded to the survey had adopted written policies, but the 23% without written policies remain a source of concern. Well-defined policies for maternity, paternity, and adoption leave can reduce stress and foster equity both for trainees requiring leave and for their colleagues.

Female↗
PubMed1998

Parental leave: comparing children's hospitals with Fortune 500 companies.

OBJECTIVE: To identify parental leave policies and availability of support systems for new parents employed by children's hospitals and compare these benefits with those offered by Fortune 500 companies. DESIGN: Telephone or facsimile survey of all (n=118) children's hospitals and pediatric medical centers in the National Association of Children's Hospitals and Related Institutions 1995 Directory of Members, and 118 geographically matched Fortune 500 companies. Policies for maternity and paternity leave, adoption benefits, and support services for new parents were compared. RESULTS: Ninety-four children's hospitals (80%) and 82 Fortune 500 companies (69%) responded to the survey. No difference in duration of maternity (P>.30) or paternity (P=.12) leave was found. Sixty-two companies (77%) classified maternity leave as short-term disability while 47 hospitals (50%) classified it as sick time (P<.005). Classifying maternity leave as short-term disability generally gives better benefits to employees with short duration of service, whereas classifying maternity leave as sick time usually favors employees with longer employment. Companies provided more financial support for adoption expenses (P<.05), but there was no difference in duration of paid or unpaid leave for adoption (P=.14). Hospitals provided more on-site day care (69% vs 42%; P<.001) and better support systems for breast-feeding mothers (49% vs 24%; P<.002). CONCLUSIONS: Children's hospitals do not offer better parental leave benefits than Fortune 500 companies; however, they offer better support systems for parents returning to work after the birth of a child.

Commerce↗
PubMed1989

A residency policy for pregnancy and parental leave.

Residency programs need to anticipate the parental needs of their residents as more residents have children during residency. Ad hoc or crisis mode responses to resident pregnancy result in individual and group distress and dysfunction. Described in this paper is a maternity and parental leave policy for a psychiatric training program at a military hospital. This policy provides a framework for policies in other residency and military work situations.

Absenteeism↗
PubMed1991

Parental leave policies for faculty in U.S. medical schools.

OBJECTIVE: To assess medical school policies for maternity and other parental leaves as well as related opportunities for part-time employment, flexibility in tenure systems, and the availability of child care centers. DESIGN: Cross-sectional survey of all 127 U.S. medical schools based on telephone interviews and review of faculty handbooks. MEASUREMENTS AND MAIN RESULTS: Ninety-three percent of medical schools responded. Twenty-two percent of medical schools have no written guidelines for maternity leave, 45% categorize maternity leave as a form of sick or disability leave, and only 34% have developed specific policies. Most schools (61%) require that maternity leave be taken from allotted sick days or from vacation days (or from both) for women to obtain salary support. The time available from sick and vacation leave averages 6.8 weeks. Although 72% of schools make allowances in the tenure probationary period for extended leaves of absence, few have developed specific provisions for childbearing or childrearing. Finally, 18% of medical schools have child care facilities. CONCLUSIONS: Considerable work is needed to develop adequate support for faculty members who are parents. Recommendations include developing specific parental leave policies and flexible tenure systems and providing adequate child care facilities.

Absenteeism↗
PubMed2000

Parental leaves.

Explore the source record for details and available documents.

Adolescent↗
PubMed2000

From maternity to parental leave policies: women's health, employment, and child and family well-being.

Pregnancy and maternity are increasingly viewed as social as well as individual risks that require health protection, employment protection and security, and protection against temporary loss of income. Begun more than a century ago in Germany, paid and job-protected maternity leaves from work were established in most countries initially out of concern for maternal and child physical health. Beginning in the 1960s, these policies have expanded to cover paternity and parental leaves following childbirth and adoption as well. Moreover, they have increasingly emerged as central to the emotional and psychological well-being of children as well as to the employment and economic security of their mothers and fathers. They are modest social policies, but are clearly an essential part of any country's child and family policy. No industrialized country today can be without such provision, and the United States is a distinct laggard in these developments.

Child Welfare↗