I am an ardent supporter paid sick leave for US workers. The United States is one of only 4 countries world wide that offers no sort of paid leave for maternity, medical illness/treatment or to care for an ill family member. While most of us will agree that the United States offers unparalleled employment opportunities, it is shocking and disturbing that the US does nothing to support its workers when they or those they love fall ill.
I suppose with so many workers to choose from, there is no incentive to be loyal to employees. The US unemployment rate is still over 7% and there are many people willing to work for wages well below what they are worth and take jobs well below their skill set in order to simply secure a job and meet the needs of their families. It’s a very precarious work environment.
But I am still baffled as to why employers are so averse to supporting their employees. According to the Center for American Progress, when an employee who earns $50,000 per year leaves a company-regardless of whether they leave voluntarily or are asked to leave-the cost to replace that employee is approximately 20% of that person’s annual salary. In the US, approximately 75% of the workforce earns $50,000 or less annually. Likewise, if the employee earns $75,000 per year and leaves, the employer again has to spend approximately 20% of that employee’s salary or roughly $15,000 to replace that employee. Now considering that 9 out of 10 employees in the United States earns less than $75,000 annually, this can have substantial ramifications if a company has a high turnover rate. The Center for American Progress notes that the cost to replace a worker who makes less than $30,000 annually is slightly less, approximately 16%, yet lower waged service workers are often those with the highest turnover as they seek to increase their annual earnings. And not surprising, the cost to replace an executive or professional employee can be as high as 213% of the employee’s annual salary! Wouldn’t it simply make sense for employers to offer their employees better benefit packages that included health benefits, paid time off and flexible working schedules?
This is a situation that I closely watch for Mamas on Bedrest & Beyond. Many, many mamas have contacted me and my colleagues distraught because of mounting debt and job loss due to being placed on prescribed bed rest. As a result, I do what I can to advocate for paid family leave including presenting cases to Senator Barbara Mikulski (D-MD) with my friend, colleague and the Executive Director of Better Bedrest Joanie Reisfeld, supporting the Paid Medical Leave Initiatives advocated for by the National Partnership for Women and Families, Working Mother Magazine and MomsRising and educating women and families about their leave options. According to the National Partnership for Women and Families, To date:
The Portland City Council voted unanimously to approve an ordinance that will let tens of thousands of workers in Portland earn the paid sick days they need. The bill is awaiting signature from Mayor Hales, making the bill law, and making Portland the fourth city to provide paid sick days.
The Philadelphia City Council, once again, approved a similar measure that would guarantee Philadelphians the same right. Hopefully Philadelphia Mayor Nutter, who vetoed the paid sick days bill in 2011, will take a second look and sign this common sense proposal.
Laws are already in place and working well in San Francisco, Washington, D.C., Seattle and Connecticut. And there are dozens of efforts to advance similar proposals across the country, including in New York City, Massachusetts and Vermont.
Given the economic benefits to companies and the benefits to working families, paid medical leave just makes sense. We Mamas on Bedrest know this, economists know this, advocates know this and yet the fight continues. Hopefully corporate CEO’s and lawmakers will evaluate the data and see that paid medical leave just makes sense. As the Center for American Progress noted,
“This brief documents that the cost of employee turnover for businesses is high, regardless of the level of wages being paid to the departing or incoming employees. Companies typically pay about one-fifth of an employee’s salary to replace that employee. While it costs businesses more to replace their very-highest-paid employees, the costs for most employers remains significant and does become less significant for those with low earnings.
Workplace policies that improve employee retention can help companies reduce their turnover costs. Family-friendly policies such as paid family leave and workplace flexibility help retain valuable employees who need help balancing work and family. For example, research has found that access to any form of parental leave makes women more likely to return to work after giving birth. Moreover, by 2050 up to 20 percent of Americans will be older than age 65, and improved leave policies would allow workers to provide the care their elderly parents may need without having to sacrifice their livelihoods.”
Today’s blog is a guest post from Share a Nanny. Share a Nanny is a blog that shares all the pertinent information parents need if they are interested in sharing a nanny. The blogs range from “Reasons to Share a Nanny” to “Sharing Challenges”. If you are a parent preparing to go back to work after having a baby, you should most definitely check out some of the blogs and links below. Enjoy and Thanks to Share a Nanny for sharing this very timely information.
Whether you are a mom returning to work after a new baby or a long term absence from the work force, you will probably feel a mixture of excitement and anxiety. This is normal, as there are so many things you need to adjust to that didn’t exist before you had children. Now you have organizing childcare, missing valuable bonding time with your child and a whole host of other concerns running through your head.
Moms Returning to Work from Maternity Leave
Maternity leave, no matter how long the duration, will go by in the blink of an eye. Leaving your baby with a stranger and not being able to monitor her constantly will be hard. However, with the right planning and support, you can return to work safe in the knowledge that both you and your baby are in good hands.
- My Top Five Maternity Leave Tips
- 20 Tips For Working and Breastfeeding
- Five Guilt-Free Tips for Returning to Work After the Baby
- Leaving Your Baby: Childcare Options That Are Right for You
- The Back-to-Work Guide for New Moms
Maintaining the Bond with Your Child
Returning to work does not mean you are abandoning your child. Although you will spend less time with her, there are ways that you can keep your bond strong. Bear in mind, this is important for the emotional wellbeing of both the parent and child.
- Transitioning Back to Work After the Baby: Tips for Working Moms
- Working Moms: Tips to Bond With Your Toddler
- Go to Work, Mom, the Kids Will Be Fine
- Can Working Moms Still Bond With Their Kids?
- 7 Great Child Bonding Tips For Working Mom
Employer Support for Moms Returning to Work
Your employer has an important role to play in helping you integrate back into the work place. There are a number of ways in which your employer can support you. If you need retraining, reduced or flexible hours or your child has special needs, you should speak to either your employer or human resources department. These five blogs will help arm you with the confidence and knowledge to approach your employer for help.
- Presidential Debate: What Do Working Moms Need From an Employer?
- U.S. Lags Behind in Support of Working Mothers
- Action Step 14: Employer Support
- Pumping in the Workplace: Rights of Breastfeeding Moms
- 5 Things Employers Should Know About Breastfeeding
Career Advice for Moms Returning to Work
An obvious concern for moms returning to work, especially those who have been out of work long term, is how their career path is affected. Some moms may want to continue on their previous path, while others may want to move upwards or sideways into a different department, or take a reduction in hours. It’s often hard for moms to decide which way to go for fear that it won’t work out. Another concern for moms returning to work is whether they will be able to adapt to all the changes in processes since they were last part of the workforce. It is for these reasons that moms returning to work will benefit from career advice.
- Mothers Returning To Work – How To Boost Your Confidence
- My 6 Best Gutsy Tips for Working Moms (Besides Pick a Partner Who Makes Great Margaritas)
- Four Stress-Less Tips for Working Moms
- Advice for Working Moms Juggling Career and Kids
- Working Moms: Five Tips For Success
Training and Education for Moms Returning to Work
In today’s fast paced industries, job descriptions and qualifications are constantly changing. As a mom returning to work, this can mean stepping into territory that, although once familiar, is now completely foreign to you. Your aptitude for the work may not have changed at all, however, you no longer have the required tools to perform in the role to your full potential. It is for this reason that further training and education are something to seriously consider before returning to work.
- What is the Moms Return to School Grant for Working Mothers?
- Women and Education
- 5 Career Resources for Moms Returning to Work
- The Mom’s Guide to Higher Education
- Moms in College and in the Workplace
Managing Home and Work-Life
As a working mom, your life becomes somewhat of a balancing act between home and work-life. A full time job, whether it is in a traditional work place or at home looking after a child, is difficult enough to manage on its own. You need to learn how to manage both without causing detriment to your health. These five blogs provide advice on how to manage as a working mom, including tips from career-moms who have been in the same position.
I was just cruising through my e-mails and got a Google alert about Family Medical Leave (FMLA). The article, published on Journalgazette.net, chronicles the story of Danelle Buchman of Clarkesville, MD. Buchman lost her job as a result of being out, and nearly dying, giving birth to her second daughter.
Buchman, now a mama of 2 little girls, had a uterine artery rupture while she was pregnant with her second daughter at 32 weeks gestation. Her daughter was delivered by emergency c-section and Buchman had an emergent hysterectomy to save her own life. When Buchman recovered and returned to her job, she was first demoted and given a 33% salary cut. She was subsequently fired. It’s not that Buchman had done anything wrong, quite the contrary. She had an outstanding employment record. But her time off due to illness resulted in her termination.
This is not unusual. The US Department of Labor conducted a study and they found that 40% of employees are not eligible for the unpaid leave with job protection benefit offered by FMLA. While this law has been on the books for 20 years now, a full 40% of US employees cannot benefit from it because they work for companies that employ fewer than 50 employees, were employed for less than a year with the particular company or had already used the FMLA benefit within the past 24 months and are hence exempt from the FMLA provisions. So Buchman who was out fighting, for her life, was legally fired as a result.
The law is also very difficult to enforce. Companies are not always obligated to allow the unpaid leave and there have been nearly 6000 court cases against companies that fired workers or otherwise penalized them for taking advantage of FMLA.
Once again, The lack of any sort of paid family leave is leaving families in a financial lurch. It is a travesty that the United States has such little regards for families. The United States, along with Papau New Guinea and Swaziland remain the only countries out of 177 that offer no sort of paid parental medical leave. And while family friendly organization such as the National Partnership for Women and Families and Working Mother are fighting diligently for paid family leave, that reality is still, by many estimates, years away. And that won’t help people like Buchman.
“I was lucky. My husband had a job, and we went into crazy credit card debt. But so many people who don’t have the support system I had are one accident, one illness away from losing their livelihood.”
And that is the fearful fate of many Americans. We can do better and we here at Mamas on Bedrest & Beyond will continue to support and help those on the front lines continue this all important fight.