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Challenges Single Parent Experience In Parenting
Challenges Single Parent Experience In Parenting
Hardships of single dads
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Paid Parental Leave: The Next Stage in the Worker’s Rights Movement It almost goes without saying that the free market economy in the U.S. is little concerned with the wellbeing of the middle class employees upon whom it depends. For instance, the nation trails the rest of the developed world in terms of career leave for the parents of newborn children (Dustmann & Schonberg 191). While the 1993 Family and Medical Leave Act (FMLA) allows both parents of a newborn up to twelve weeks away from work, nothing in the law stipulates that either mothers or fathers are to be compensated during their time off (Dustmann & Schonberg 191). For this reason, parents are often unable to spend an adequate amount of time with their infants before placing them …show more content…
Often, newborns arrive with health issues that require the close attention of one or both parents. Some examples of these include jaundice, abnormal blood sugar, distended bowels, coughing, and respiratory distress (American Academy of Pediatrics). In most cases, these problems go away on their own, but only if there is someone available to provide the infant with the quality care it needs. For babies born with more severe conditions, however, parental attentiveness is even more of a necessity. However, quality nurturing is impossible when both mother and father are unable to take an extended leave for lack of an …show more content…
A mother recovering from a cesarean, for instance, needs to have someone at home to bring her meals, help care for the newborn, and assist her about the house and so forth (Elliot-Carter & Harper). The best person for this role is the child’s father, when appropriate. Time away from work not only allows the father to help care for the recovering mother and her newborn, but it also enables to bond with the infant during a critical stage of development. Unfortunately, most fathers in the U.S. take very little time away from work at all. This is because men often fear that too much downtime from work will reflect poorly upon their careers. (Ranson 741). Additionally, it is difficult for a father to give up a salary for three months when the child’s mother is also receiving no pay. Under those circumstances, debt and financial difficulties for the new family can add up fairly quickly, at just the time when the family needs financial resources more than
The concepts that Kathleen Genson discusses reinforces the analysis Kramer presented in Chapter 4 “The Family and Intimate Relationships” of The Sociology of Gender. First and foremost, both authors would agree that family is a structure that institutionalizes and maintains gender norms. Both authors would also agree that “families tend to be organized around factors that the individual members cannot control.” In Genson’s chapter “Dilemmas of Involved Fatherhood,” the most prominent forces are the economy and social expectations, both listed and explained by Kramer. Genson’s explanation of how it is unfeasible for men to withdraw from the workforce and focus more time and energy on being involved fathers is an example of the economic factors.
At Cook Children’s Hospital, NICU parents are not only seen as the parents of the infants, but they also incorporate them as part of the team. Parents are highly encouraged to spend as much time as they possibly can with their premature infants, to have physical contact with them by giving them kangaroo time, which allows parents to have skin-to-skin contact with their infant, as soon as the infant reaches the stage in which he or she is a suitable candidate to be in physical contact with their parents. Siblings who are over 3 are allowed to visit their siblings at the NICU at specific times of the day, and child life specialists help siblings understand what is going on with their baby brother or sister who is in the NICU. If they have any specific questions, the child life specialist is there to assist them. Families are referred to other institutions that will be able to help them if their facilities aren’t able to fulfill their needs. One of the institutions that...
This policy allows working couples to choose how they balance their work and parenting commitment to their new baby. The first two weeks are reserved for the mother but the remaining fifty weeks can be shared between both parents (Glegg, Swinson, 2013).This will definitely give chance to fathers to bond with their infants on an equal footing with the mother. Sarkadi, et al (2007) also suggests that policies should be made that fathers of young children may choose to do part time jobs so they can have time with their
Trial and error tests have been exercised, including the extension of Temporary Disability Insurance (TDI), to examine how beneficial or detrimental it is to the economy. Some short term solutions and suggestions have also been pitched. Lovell and Helmuth claim that one policy that would reduce pressure on the early child care, thus cutting down on leave time, is to expand support for employees caring for their newborn at home. Providing paid parental leave for workers is projected to improve retention of young workers, preventing millions per year in costs associated with employee turnover. Having a policy that would reduce the costs to workers and society for carrying out basic life tasks would be the ideal and admired implementation.
The Family Medical Leave Act (FMLA) was eight long years in the making. After many bitter debates between the Republicans and Democrats, Congress passed the Act on February 4, 1993. President Clinton signed the measure into law the following day. The Act became effective on August 5, 1993. The Act required employers with fifty or more employees within a seventy-five mile radius to offer eligible employees up to twelve weeks of unpaid leave during a twelve month period for a variety of medical reasons. Some of the general medical reasons are, for the birth or adoption, to care for a seriously ill parent, spouse or child or to undergo medical treatment for their own illness. The Act spelled out provisions on employer coverage; employee eligibility for the law's benefits; entitlement to leave, maintenance of health benefits during leave, and job restoration after leave; notice and certification of the need for FMLA leave; and protection for employees who request or take FMLA leave. (1) The law also requires employers to keep certain records. It was estimated that the Act would affect five percent of America's employers and forty percent of all employees. This paper will show the ethical standpoint on how employers handle FMLA. In addition, this paper will show the progress FMLA has made in five years, becoming more ethically correct.
Recently women’s rights and women’s equality in the workplace has come back to the fore as a topic for discussion in government agencies and the United Nations. Whilst this is a very important topic, when it comes to time off from work when a new child is born, women in the US have some provision, whereas men have none.
The Family and Medical Act (FMLA) of 1993 was America’s initial plan of “enabling workers to balance . . . work and family” (Cohen 213). Yet, many workers across the nation are unable to attain these benefits simply because their leave is unpaid (Cohen 214). Since the passage of the act, very little progress has been made in the fight for paid parental leave, causing the United States to be developmentally behind the rest of the world (Talbot). The United States’ family leave policy is severely inadequate and outdated. In order for the nation to progress politically and socially, reforming the present legislation into a model of paid parental leave can lead the United States in the right direction of growth. The current policy for parental
While the 1993 Family and Medical Leave Act theoretically guarantees all workers up to 12 weeks of unpaid leave to care for a new child or sick family member, it applies only to businesses with more than 50 employees, only covers workers that have been with their employer for at least one year, and doesn’t extend to part-time workers. These exemptions are significant; they ensure that just over half of American workers and less than a fifth of all new mothers are actually covered by FMLA. And they disproportionately affect low-income workers, who are more likely to work for small businesses, change employers frequently, and piece together multiple part-time
Men have the same rights and obligations, as a child’s birth mother, to spend quality time, bond with, and care for a new baby. With some families living isolated from close relatives, it may be difficult for the mother’s family to support her after the birth of the child. “A study released in January found that fathers who took two or more weeks of leave upon their child's birth are more likely to be involved in the direct care of their children beyond leave” (Gringleburg). The time proceeding childbirth is the most stressful and tedious time. Parents have to adjust to the new baby and his or her schedule, especially the mother. With the both parents home, a lot of the stress is taken off the mother be...
In a society with the muajority of mothers joining or returning to the workforce, there is a growing body of research documenting the demands placed on these women and what can be done to help their transition into this new role. According to the United States’ Department of Labor, in the year 2012, 70.5% of mothers with children under the age of 18 were a part of the workforce; of these women 73.7% were employed full-time, working over 35 hours a week, and 26.3% were employed part-time, working less than 35 hours a week (United States Department of Labor, 2012). Given this information, it is becoming more important to further research how this new role as an employee affects the role of parenting and what can be done to help this transition. The intent of this paper is to compare the experiences of a working mother to the current research on the topic of working mothers. Moreover, this paper addresses the demands placed on working mothers as well as the factors that ameliorate their transition into this new role.
By businesses allowing fathers to take time from work this grants time for a father-child bond to form. Being open to share duties with her significant other and both planning for new responsibilities of parenthood is very important to be prepared for their new child. Having more support from their spouse is a way of allowing both parties to be a part of the child 's life as well as not putting all the responsibilities on one parent. Allowing men to have this option whether to take maternity leave or not is eliminating stereotyping among women and men. Fathers are the primary care providers in a family, with them being off for maternity leave there is no income coming in for the family. However if maternity leave is paid for both mother and father, the income will still be coming in but is decreasing the business income. Businesses would be failing because they would be paying workers that are not
Scheil-Adlung, X., S and Ner, L. 2010. Evidence on paid sick leave: Observations in times of crisis. Intereconomics, 45 (5), pp. 313-321.
Lately, many fathers have been requesting to have compensated leave in order to spend time with their newborn additions. Paternity leave demolishes the usual stereotypical visions of fathers working and not staying home to care for their child. The new evolution places the father at home for at least a few weeks to be able to bond and adapt to the obligation of being a father. Paternity leave is a benefitting movement that is now permitted in more places around the world and enhances a father’s early involvement. On the other hand, fathers still face the trepidation of losing their job and possibly not being able to supply for their family. Even though paternity leave is a persistent topic, various fathers do not take a full advantage of their individual right to be with their family. Paternity leave should be tolerable everywhere while also being more extensive and flexible for the fathers.
... Unfortunately, all families have barriers and may not be able to attend parenting classes to receive the education that may be necessary before the birth of their child. At that point, it then becomes the nurse’s responsibility to recognize the impairment, put interventions into place, and evaluate the family before discharge. For successful childrearing, parents need knowledge about raising children. Parenting classes and health-care professionals working with parents can contribute to raising children (Campbell,1992).
One of the issues that parents are dealing with is money. They believe that they can’t have a stay at home parent, because they wouldn’t be able to live off of one parent’s salary. However what many people don’t know that the value of a stay a home parent is a lot more than one would imagine. According to Barbara Sefton, “The stay-at-home mother is on duty an average of 12 hours a day, 7 days a week. She provides a service with a market value of approximately $36,000 annually.” This is more than some individual salaries. Most do not realize how much work a stay a stay at home mom does, from c...