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Results for “Family Leave”

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At least 19 recordsLinked to original sources
PubMed1998

Maternity and family leave policies in rural family practices.

To help recruit and retain physicians, especially women, rural family practice groups need to establish policies regarding maternity and other family leaves. Also important are policies regarding paternity leave, adoptive leave, and leave to care for elderly parents. We surveyed members of the American Academy of Family Physicians in rural practice in 1995 to assess the prevalence of leave policies, the degree to which physicians are taking family leave, and the characteristics of ideal policies. Currently, both men and women physicians are taking family leaves of absence, which indicates a need for leave policies. Furthermore, a lack of family leave policies may deter women from entering rural practice.

Adult↗
PubMedDate not supplied

Family leave policies, job share, and child care at U.S. schools and colleges of pharmacy.

A 10-question survey was mailed to the deans of 74 schools and colleges of pharmacy to characterize family leave policies, child care, and job share opportunities. Data were tabulated as percentage response received, and analyzed by geographic region and by public compared with private institutions. Sixty-four surveys were completed (response rate 86%). Forty-eight (75%) schools reported having a formal written family leave policy: 47 offered maternity leave, 31 parental leave, 27 caregiver leave, 24 paternal leave, and 24 adoptive or foster parent leave. The duration and compensation for family leave varied among schools. A statistical difference was found between the Northeast (100%) and South (55%) in having such a policy. On-site child care was available at 26 (41%) schools, including both infant and child care in 12 and additional sick child care in 2. Three (5%) schools reported faculty job share positions.

Child Care↗
PubMed2001

Are female managers quitters? The relationships of gender, promotions, and family leaves of absence to voluntary turnover.

This study examined the relationships of gender, promotions, and leaves of absence to voluntary turnover for 26,359 managers in a financial services organization. Using Cox regression analyses and controlling for human capital, the authors found that, contrary to their prediction, female managers' voluntary turnover rates were slightly lower than those of their male counterparts. Managers who had been promoted were less likely to resign than nonpromoted managers only if the promotion had occurred within the past 11 months, and promoted women were less likely to resign than promoted men. The authors also found that managers who had taken family leaves had higher voluntary turnover rates than managers who had not taken leaves, and among family leave takers, managers with graduate degrees were less likely to resign than managers with less education.

Adult↗
PubMed2003

Paying for family leave.

California was the first to pass a paid family leave law. Now other states are considering following in the Golden State's footsteps.

California↗
PubMed1990

State family leave laws and the legal questions they raise.

Some lawmakers proclaim that their vote for family leave laws is a vote for the American family. This author surveys these popular laws state by state and discovers disturbing legal questions in this new front of costs and obligations that is advancing on employers.

Employment↗
PubMed1997

Fixing dysfunctional family leave.

Intended to accommodate workers' personal needs and family commitments, FMLA has proved to be a headache for employers--even those with generous leave policies in place. Here are some tips avoiding the pitfalls.

Costs and Cost Analysis↗
PubMed1995

The politics of family leave.

There are many who would insist that the best laws from Washington, D.C., are those that aren't passed. A singular problem with many of the laws that are placed on the books is that their intended achievements are frequently largely overcome by unintended results. Such may be the case with the Family and Medical Leave Act of 1993. For all the good this law has done for those who need to take leaves of absence, it has added greatly to the woes of those who remain behind, the author says. Managers, she insists, will have to work diligently with the reactions of those who must accept additional workloads to accommodate the leaves of their colleagues.

Efficiency, Organizational↗
PubMed2005

Maternal working conditions and child well-being in welfare-leaving families.

In the wake of welfare reform, thousands of low-income single mothers have transitioned into the labor market. In this article, the authors examine how the work conditions of mothers leaving welfare for employment are associated with the emotional well-being of 372 children ages 5 to 15 years. The authors examine the cumulative incidence, over a 5-year period, of maternal non-family-friendly work conditions, including long work hours, erratic work schedules, nonday shifts, and lengthy commute times, in association with children's internalizing and externalizing behavior problems and levels of positive behavior. The authors found that mothers' lengthy commute times are associated with higher levels of internalizing problem behaviors and lower levels of positive behaviors.

Adolescent↗
PubMed1993

American families: policy issues.

"Increases in the number of children living in single-parent (usually female-headed) households and in the proportion of mothers who work outside their homes have raised concern in the United States about the effects of these trends on the well-being of children and the possible need for policy intervention. This paper discusses the arguments for and against policies that affect families. We review a number of such policies and what research suggests about their likely effects. The policies discussed...include those concerning child support, welfare, income taxes, child and dependent care, family leave, family planning, programs to improve parenting skills and family function, and economic growth."

Americas↗