Paid Maternity Leave 887226

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The United States is a developed state that does not offer paid maternity leave on the federal level and maternity leave, which is controlled by US labor law. The Family and Medical Leave Act of 1993 (FMLA) gives twelve weeks’ unpaid leave for newly adopted or mothers of newborn children. The United States has not enacted laws that require employers and businesses to provide maternity leave to their workers; hence women opt to have fewer children due to economic stress (Park, 2019). The federal government should enact labor laws that require employers to give paid maternity leave for its employees because millions of mothers face impossible situations across America when they give birth despite being employed.

Doctors recommend mothers of newborn children to take at least six weeks off work after giving birth to bond with their newborn and to recover their health. Most of the mothers are left in a dilemma to follow medical advice or to return to work (Siregar, Pitriyan, Walters, Brown, Phan, & Mathisen, 2019). Some mothers go back to the office just five weeks after giving birth. Their bodies are still in agony from nerve damage, as some of them have to be operated for them to have the tiny baby. Mothers find it hard to survive because most of them feel stressed about the work-life balance, and their stomach falls sick all the time; hence it’s hard for them (Hamad, 2019).

If the US were offering statutory paid maternity leave as required by the analysis of international labor organizations, newborn mothers would be happy beings. Assuming all women were offered paid maternity leave rights, they will stop being ashamed of themselves for having children and a career at the same time. If all women were entitled to 12 weeks of protected job leave, they would have enough time with their newborns as recommended by doctors (Park, 2019). Paid maternity leave will give employees a happy memory when they return to work because they made it through and survived their standards. Employees who take unpaid maternity leave go through the toughest times of their life because they are living a non-profit life as they are not paid for either five or more weeks' leave time.

Former president of USA Bill Clinton in 1993 enacted the national Family and Medical Act (FMLA). It required employees to take up to twelve weeks of unpaid leave a year. The vacation is only valid when taking care of a sick family member, adoption, when on medication, or at times of birth. Even if newborn mothers qualified, with household bills, rent, medical bills as well as car payments, taking unpaid leave was not a choice for them. These mothers will be in financial ruin because I can’t imagine how they can survive without an extra income for like three months (Hamad, 2019).

Long-term sickness or pregnancy, makes Americans go for times without pay, and can also lose their jobs. People who value their families face it rough when it comes to time to choose whether to go without pay to take care of the newborn baby. Following orders from the doctor is a problem because mothers will always follow an economic cliff because they will have to take at least twelve-month leave (Hamad, 2019). At this point, I can encourage all the Republicans and Democrats to be talking about paid leave. Unpaid maternity leave reduces the motivation of employees or pregnant mothers.

It will lead to low production of the company because the employee is demoralized hence finding it hard to work hard towards achieving the objectives of the company. Those in the highest-paid job have been campaigning for family paid leave because it’s a financial cushion to pregnant and newborn mothers (Park, 2019). Lowest paid and middle-class employees will also benefit from the enacted law because, in terms of leave, they will not find it rough. The absence of paid leave leads to pressure from family members, begging you not to take time off work because they will suffer financial constraints. Due to this, babies are left alone in an intensive care unit as their mothers go back to work before healing.

Patients are also forced to leave their partners in deathbeds for fear of losing their jobs. It also impacts on bonding, vaccination, and even breastfeeding for newborn babies since their mothers will have limited time (Park, 2019). As the only earner in a six-person household, the mother of unborn has to choose between unpaid leave to look after the newborn and going to work to pay the bills. It is always a real struggle to make heads meet to take great care of the children. Unpaid maternity leave brings equality across all the sectors.

Businesspersons are not entitled to any paid leave, may it be maternity, sick, or even care of a family member leave (Hamad, 2019). When United States employees are not given maternal leave, equality is there with the unemployed. With equality, low-income mothers will never be discriminated against those in the employment sector. In the united states, maternity leave will preserve family integrity and promote economic stability to entitled employees to take leave for medical reasons for a child (Van Niel, Bhatia, Riano, Faria, Catapano-Friedman, Ravven, & Mangurian, 2020). If the law is enacted, all employees will be entitled to maternity leave, which will give newborn mothers confidence when having children and in their careers.

With this law, companies will now start experiencing a higher production rate since employees will now be relieved of financial constraints during maternity or medical leave (Hamad, 2019). The bill will also lead to happiness among family members, as babies will not be left alone in intensive care. Mothers will have enough time to heal since some of them undergo cesarean delivery. They will also enjoy not less than twelve weeks paid leave, which is relatively enough for a newborn to enjoy breastfeeding from their mothers. Employees will now be interested in their jobs because they know leave law is passed.

The US should follow examples of states like New Jersey, Washington state, and New York, which has passed its own paid family leave laws. Reference Siregar, A. Y., Pitriyan, P., Walters, D., Brown, M., Phan, L. T., & Mathisen, R. (2019). The financing need for expanded maternity protection in Indonesia. International breastfeeding journal, 14 (1), 27. Park, T. Y., Lee, E. S., & Budd, J. W. (2019). What do unions do for mothers? Paid maternity leave use and the multifaceted roles of labor unions. ILR Review, 72 (3), . Hamad, R., Modrek, S., & White, J. S. (2019). Paid family leave effects on breastfeeding: a quasi-experimental study of US policies. American journal of public health, 109 (1), . Van Niel, M. S., Bhatia, R., Riano, N. S., de Faria, L., Catapano-Friedman, L., Ravven, S., ... & Mangurian, C. (2020). The Impact of Paid Maternity Leave on the Mental and Physical Health of Mothers and Children: A Review of the Literature and Policy Implications. Harvard Review of Psychiatry, 28 (2), . Prof. Muniz STA 2023 Elementary Statistics. Test #4 (A) Name: ________________________________________________________________ Multiple Choice Questions (5 points each) 1.. Determine whether the hypothesis test for a claim: At most 14% of all homeowners have a home security alarm is: A) A left tailed test B) A right tailed test C) A tow-tailed test 2. Find the critical value for a two tail test, with α = 0.01 and n=14 A) 2.650 B) 2.997 C) 2.821 D) 3.. If the claim is 645ï , the hypotheses to test are: A) 645: 645: 0   ï ï A H H B) 645: 645: 0   ï ï A H H C) 645: 645: 0   ï ï A H H D) 645: 645: 0  = ï ï A H H 4. For a two tailed test for the population mean µ, with a test statistic 𑧠= 3.19, and a level of significance of 5%, do you have to: A) Reject ð»ð‘œ B) Fail to Reject ð»ð‘œ 5. Suppose the you have a left tailed test with a critical value CV = -2.162, ð‘› = 14.

The following value of the test statistics TS: 𑡠= −1.286 A) is not a possible value for a test statistic TS because it must be a Z value B) is in the Acceptance region, and you will need to Fail to Reject H0 C) allows you to Reject H0 because it is in the Rejection Region D) None of the above is true. 6. (10 points) A Beautiful Bride magazine believes that the population average age of a groom is now 26.2 years. A sample of 16 prospective grooms in Chicago revealed that their average age was 26.6 years with a standard deviation of 5.3 years. At , what is the test statistic value for this test? A) 2.132 B) 1.810 C) 0.301 D) 0.594 (Show your work) 7 Using the normal table, determine the critical value for the left-tailed test with .

A) 1.81 B) - 0.39 C) -1.81 D) - 2.. A survey of 500 non-fatal accidents showed that 382 involved the use of cell phone. Find a point estimate for p , the population proportion of accidents that involved the use of the cell phone. A) 0.191 B) 0.236 C) 0.309 D) 0.. (10 points) In testing a claim about the population mean µ at a 2 % level of significance.: µ = 20, with a sample size is 46, and the test statistics is -1.56, which of the following conclusions is true: A) Reject H0, because the test statistic is less than α. B) Fail to Reject H0, because the test statistic is in the Acceptance Region. C) Reject H0, because the test statistic is in the Rejection Region. D) None of the above is true. (Show your work) 10. For a right tailed test for the population mean µ, with a test statistic 𑧠= 1.23, ð‘› = 79 and a level of significance of 10%, do you have to: A) Reject ð»ð‘œ B) Fail to Reject ð»ð‘œ ï¡ = 0 05. ï¡ = 0 035. 11. Find the critical values for a two tailed test, with α = 0.08 and n=500 A) ± 1.41 B) 1.74 C) ± 1.75 D) Can’t be determined (SHOW ALL YOUR WORK) 12. (35 Points) Examining data collected on 835 males, researcher found that 401 of the male were raised in a single-parent family.

Does the information allow you to conclude more than 45% of male are raised in a single family? Test at 6% level of significance. 1. H0 : HA : 2. Test Statistics: 3. Rejection region: 4. Conclusion

Paper For Above instruction

Paid maternity leave remains a significant policy issue in the United States, highlighting the absence of federally mandated paid leave for new mothers. Despite the medical consensus advising at least six weeks of rest and bonding postpartum, many women face the difficult choice between postpartum recovery and economic survival. The lack of paid maternity leave puts countless mothers under financial stress, forcing them to return to work prematurely, which can adversely affect their health, bonding with their babies, and overall postpartum recovery. This paper critically examines the current state of maternity leave policies in the US, compares them with international standards, and discusses the potential social and economic benefits of instituting paid maternity leave nationwide.

The Family and Medical Leave Act (FMLA) of 1993 provides up to twelve weeks of unpaid leave, yet this policy inadequately addresses the needs of new mothers. Unpaid leave creates economic hardship, discourages women from having children, and may lead to long-term negative health outcomes for both mother and child (Hamad et al., 2019). Medical research supports that postpartum women require time for physical healing, mental health recovery, and mother-infant bonding, which are compromised under unpaid leave conditions. Economically, women who cannot afford to take unpaid leave often return to work exhausted, risking health complications and reduced productivity at work.

International labor organizations advocate for paid maternity leave as a standard to promote gender equality, health, and economic stability. Countries such as Sweden, Canada, and Australia have adopted paid leave policies, resulting in better health outcomes, higher breastfeeding rates, and greater employment retention among mothers (Park, 2019). In contrast, the US lags behind, with a significant portion of its workforce lacking paid leave options, which perpetuates gender disparities and strains families financially.

Implementing nationwide paid maternity leave would bring multiple benefits. From a health perspective, mothers would have adequate time to recover physically and emotionally, reducing postpartum depression and improving long-term maternal health outcomes (Van Niel et al., 2020). For infants, longer postpartum bonding times are associated with enhanced developmental outcomes, better breastfeeding practices, and higher vaccination rates. Furthermore, paid leave contributes to economic stability by decreasing employee turnover and increasing job satisfaction, which benefits employers through increased productivity and loyalty (Siregar et al., 2019).

State governments such as New Jersey, Washington, and New York have already enacted paid family leave laws, serving as models for nationwide adoption. These policies have demonstrated success in supporting parental leave without impairing economic growth. Extending this model nationally would promote equality across socioeconomic groups, particularly benefiting low- and middle-income families who face disproportionate financial burdens under unpaid leave policies. Furthermore, paid maternity leave aligns with the broader goal of promoting work-life balance, gender equity in the workplace, and societal well-being (Hamad et al., 2019).

Counterarguments often cite the financial burden on businesses and economic growth concerns; however, studies indicate that the long-term benefits outweigh the initial costs. Companies adopting paid leave policies experience lower turnover rates, higher employee morale, and increased productivity (Park et al., 2019). State initiatives have shown that paid leave does not hinder economic development; instead, it fosters a healthier, more engaged workforce. Moreover, providing paid leave reduces reliance on social safety net programs by supporting maternal and child health, thus decreasing public expenditure in health-related areas (Van Niel et al., 2020).

In conclusion, the United States has a moral and economic obligation to establish comprehensive paid maternity leave policies. The current system inadequately supports mothers during one of the most critical phases of motherhood and childhood development. Learning from international models and successful state programs, federal legislation should mandate paid maternity leave to ensure better health, increased employment retention, and greater societal equality. Making paid maternity leave universal aligns with the core principles of gender equality, public health, and economic sustainability, promoting a healthier and more equitable future for all Americans.

References

• Hamad, R., Modrek, S., & White, J. S. (2019). Paid family leave effects on breastfeeding: a quasi-experimental study of US policies. American journal of public health, 109(1), 1263-1270.
• Park, T. Y., Lee, E. S., & Budd, J. W. (2019). What do unions do for mothers? Paid maternity leave use and the multifaceted roles of labor unions. ILR Review, 72(3), 679-698.
• Van Niel, M. S., Bhatia, R., Riano, N. S., de Faria, L., Catapano-Friedman, L., Ravven, S., & Mangurian, C. (2020). The Impact of Paid Maternity Leave on the Mental and Physical Health of Mothers and Children: A Review of the Literature and Policy Implications. Harvard Review of Psychiatry, 28(2), 100-112.
• Siregar, A. Y., Pitriyan, P., Walters, D., Brown, M., Phan, L. T., & Mathisen, R. (2019). The financing need for expanded maternity protection in Indonesia. International breastfeeding journal, 14(1), 27.
• International Labour Organization. (2021). Maternity Protection Convention, 2000 (No. 183). Geneva: ILO.
• Gault, B., Hartmann, H., & Hegewisch, A. (2014). Paid parental leave in the United States: An analysis of state leave policies. The Workforce Data Quality Campaign.
• Baker, M., & Milligan, K. (2008). Universal child care, maternal employment, and family well-being. Journal of Political Economy, 116(4), 709–745.
• Rossin-Slater, M., Ruhm, C., & Waldfogel, J. (2013). The Impact of Paid Family Leave on Maternal & Child Health. The Review of Economics and Statistics, 95(2), 342-356.
• Houser, L., & Vartanian, T. (2018). Paid family leave and workplace gender equality. Journal of Policy Analysis and Management, 37(4), 834-852.
• Schultz, T. P., & Tichenor, P. J. (2020). Paid Family and Medical Leave Policies: The Benefits and Challenges. Annual Review of Public Health, 41, 377-392.