Dad Days: The Joys and Challenges of Extended Partial Parental Leave.

Maternity leave - an employee benefit taken by a new mother to heal from pregnancy and childbirth while caring for her baby - is considered a special time by many, fostering a bond between mother and child. The U.S. is the only developed nation in the world that does not provide federally funded maternity leave and is predicated on the 1993 Family and Medical Leave Act. Maternity leave has been a source of much debate and research in recent years. The existing literature has its limitations in that it lacks inclusion of the life science industry, which in recent years has witnessed an exponential increase of women. The purpose of this case study was to explore the implementation of maternity leave in the life science industry in Massachusetts. The primary research questions were: (i) what are the maternity leave policies in companies within the life science industry in Massachusetts; and (ii) how do these companies implement their policies? The researcher used sample size estimation and purposive sampling to identify these companies. Using Saldaña's method of coding and thematic analysis, the researcher analyzed four major themes that made meaningful contributions to this case study and helped address the primary and secondary research questions: (i) Implementation of Maternity Leave, (ii) Influences on Implementing Maternity Leave, (iii) Challenges of Implementing Maternity Leave, and (iv) Utilization of Maternity Leave. As companies compete to implement the best maternity leave policy, this case study provides the life science industry with recommendations for best practices in maternity leave policies.--Author's abstract

Dear Sir, I am writing to express grave concern regarding the current practice of limiting maternity leave to 90 days in private or deemed medical institutions and hospitals, which directly violates the Maternity Benefit (Amendment) Act, 2017. This act mandates 6 months (26 weeks) of paid maternity leave for working women in both public and private sectors. The discrepancy between legal requirements and implementation poses significant risks to maternal and child health outcomes. The Maternity Benefit (Amendment) Act was enacted based on substantial scientific evidence supporting the benefits of extended maternity leave for both mother and child.[1] The current practice in many private and medical institutions is limiting maternity leave to 90 days or paid leaves for only 90 days instead of 180 days or 26 weeks, representing a legal violation and a significant public health concern. THE IMPACT ON MATERNAL HEALTH The inadequate maternity leave period significantly compromises maternal health recovery. Research indicates that women need at least 24 weeks for optimal physical recovery from childbirth.[2] The postpartum period involves significant physiological changes, including: Physical Recovery: The immediate postpartum period requires 6–8 weeks for essential wound healing and uterine involution. However, complete musculoskeletal recovery, particularly after cesarean sections, can take 3–6 months.[3] Mental Health: Studies show that shortened maternity leave is associated with increased rates of postpartum depression and anxiety. Women, who return to work before six months postpartum show a 25% higher risk of developing postpartum depression compared to those who take longer leave.[4] Lactation Establishment: The World Health Organization recommends exclusive breastfeeding for 6 months. Early return to work significantly impacts breastfeeding duration and success rates, with studies showing that women, who return to work before 6 months are 40% more likely to discontinue breastfeeding prematurely.[5] IMPACT ON CHILD HEALTH AND DEVELOPMENT The consequences of abbreviated maternity leave extend beyond maternal health to affect infant development and well-being: Compromised Immune Protection: Shortened breastfeeding duration due to early return to work reduces the transfer of maternal antibodies to infants, leading to increased susceptibility to infections and respiratory illnesses in the first year of life.[6] Developmental Impacts: Research demonstrates that infants whose mothers return to work before 6 months show slightly lower cognitive and socio-emotional development scores in their first year than those whose mothers take longer leave.[7] Attachment and Bonding: The critical period for maternal-infant bonding extends beyond the first three months. Interrupted bonding due to early maternal return to work can affect the child’s emotional security and social development.[8] ECONOMIC AND PROFESSIONAL IMPLICATIONS While private medical institutions might cite financial considerations for limiting maternity leave, this short-sighted approach overlooks several critical factors: Staff Retention: Inadequate maternity benefits often increase female medical professionals’ turnover rates, increasing recruitment and training costs. Productivity and Job Satisfaction: Women who receive adequate maternity leave show higher rates of job satisfaction and workplace commitment upon return, leading to improved productivity and reduced absenteeism. Healthcare Quality: Stressed and inadequately recovered healthcare workers are more prone to medical errors and compromised patient care quality. DISCRIMINATION AGAINST NON-PERMANENT EMPLOYEES The situation is even more dire for non-permanent employees, who are denied their rightful maternity benefits despite working for more than a year, and the employees are always employed on a contractual basis in private and deemed Institutions. This discriminatory practice violates the fundamental right to equality enshrined in our Constitution. Research indicates that temporary workers already face heightened workplace stress, and denying them maternal benefits further compounds their vulnerabilities. To address these concerns, we propose the following measures: Immediate Policy Revision: Private medical institutions must align their maternity leave policies with the national mandate of 6 months of paid leave. Implementation Monitoring: Establishment of a monitoring mechanism to ensure compliance with maternity benefit regulations across all private healthcare institutions. Support Systems: Development of workplace support systems, including Flexible return-to-work options, on-site childcare facilities, Lactation support rooms and breaks, Extended leave options for complicated pregnancies Financial Planning: Institutions should develop sustainable financial models to support extended maternity leave, possibly through insurance schemes or government partnerships. Creation of awareness programs about the importance of adequate maternity leave among institutional leadership. The disparity between legally mandated maternity leave and current practices in private medical institutions represents a significant public health concern that demands immediate attention. As healthcare institutions, these organizations are responsible for modelling best practices in health-protective policies. The current practice violates legal requirements and contradicts evidence-based recommendations for optimal maternal and child health outcomes. The health of our healthcare workers and their children should not be compromised for institutional convenience or financial considerations. Financial support and sponsorship Nil. Conflicts of interest There are no conflicts of interest.

Fathers parental leave use is often assumed to affect gender equality both at home and in the labour market. In the home, fathers parental leave is expected to improve father-child contact later on in the childs life. In this study the associations between fathers parental leave use and further adaption to family life and contact with children are investigated. The first research question is whether fathers who have used parental leave are more likely to have shorter working hours during their childrens first years compared to fathers who have not used the leave. The second question is whether the contact between separated fathers and their children is associated with the fathers previous parental leave use. We use a survey carried out in 2003 with a sample of approximately 4000 parents of children born in 1993 and 1999. The findings indicate that fathers parental leave is associated with both shorter working hours later in the childs life and more contact between separated fathers and their children.

Currently, parental leave policy is one of the key instruments of social policy in the family sphere in many European countries. Despite the common territorial context, parental leave design may vary greatly in different European countries. In this respect, the influence of differentiative parameters of the parental leave system on the social policy results in European countries is still overlooked. Our study aims to compare parental leave policies in European countries using cluster analysis and reveal the differentiation of the results of policies related to parental leave policy in the clusters of countries. We put forward the following research questions: (1) Are groups of European countries shaped according to the characteristics of parental leave policy similar to European geographical regions? Which cluster has the largest proportion of CEE countries? (2) How different are the results of policies associated with parental leave policy in these groups of countries? As an information source, we used the International Review of Leave Policies and Research 2020, which presents data on parental leave policy in 32 European countries. As indicators for cluster analysis, we used the number of maternity, paternity, and parental leave flexibility elements. The research identified three groups of European countries varying in the number of flexibility elements in the structure of each type of leave. We concluded that leave policies in these countries are not conditioned by their geographical location but may result from their social policies. We also observed that a parental leave policy may contribute to reducing gender inequality in the country. The scientific significance of the research lies in revealing similarities and differences between parental leave policies in the context of a wide circle of European countries and in expanding existing knowledge of the public values theory in public administration.

A real-world solution for parental leave that promotes gender equality at work and at home What do Papua New Guinea, Suriname, and the United States have in common? These three nations are the only ones that do not offer some form of parental leave to new parents. The US lags far behind the rest of the world on this important issue, raising questions about our commitment to gender equality and the welfare of our families. In Fixing Parental Leave, Gayle Kaufman takes an in-depth look at parental leave policies in the US, the UK, and Sweden, and evaluates the benefits and drawbacks of leave policies in each country. She finds that there is more to parental leave policies than whether a country provides time off around the birth or adoption of a child. While most policies are designed to help women return to work, this is only half of the puzzle. The second half requires men to be meaningful partners by encouraging them to take equal time at home. Ultimately, Kaufman arrives at a rational solution that will promote gender equity through a policy that enables parents at companies of all sizes to spend six months with their new child.

Purpose Nurse turnover is perceived to be a major challenge for health-care administrators. The turnover is because of various factors like poor working conditions, low salaries, poor work–life balance and international opportunities. The purpose of conducting a bibliometric analysis on “Nurses’ Talent Retention” is to comprehensively analyze the trends, patterns and research contributions related to this area. By synthesizing and analyzing the existing literature, this study aims to identify key areas for nurse retention, thereby providing a foundation for further research, practical interventions and policy implications. Design/methodology/approach This research investigates talent retention practices in nursing from 1989 to 2023 by analyzing 427 documents from 213 sources sourced through Elsevier Scopus. Using the PRISMA framework, the study uses bibliometric analysis using the R studio’s biblometrix package. Key findings reveal a growing scholarly interest with an annual growth rate of 11.46%, an average document age of 7.93 years and an average citation rate of 43.26. Notably, international collaboration represents 17.56% of co-authorships, indicating the global relevance of the research. The study addresses three main research questions, including factors contributing to nurse retention in the Indian context, and implications for nurse well-being and turnover rates across different health-care contexts and countries. Findings The bibliometric analysis of nurse retention highlights several key findings. Magnet hospitals, accredited by the ANCC, demonstrate superior work environments, staffing levels and nurse outcomes, emphasizing the significance of nursing leadership and professionalism. The factors such as resilience, influenced by perceived competence, collaboration and coping strategies, highlight the importance of addressing psychological well-being in retention efforts. Transformational leadership and supportive work environments are associated with increased intentions for nurses to remain in their roles, suggesting the need for organizational practices fostering positive workplace cultures. Diversity management initiatives promoting inclusivity correlate with positive organizational outcomes, indicating the potential for diverse and inclusive workplaces to enhance nurse retention. Practical implications These findings provide substantial implications for health-care organizations and policymakers. Investing in nursing leadership and nurturing supportive work environments can enhance nurse satisfaction and retention. Implementing diversity management in recruitment practices can create inclusive workplaces, positively impacting nurse retention and organizational outcomes. Mandating staffing ratios may also improve nurse retention and patient care quality. Understanding the economic and organizational costs associated with nurse turnover emphasizes the need for effective retention strategies and healthy work environments. Originality/value This study contributes to the understanding of nurse retention dynamics by synthesizing findings from the literature. By highlighting the importance of nursing leadership, resilience and diversity management, it provides valuable insights for future research and practice in the field. The study also emphasizes the economic and organizational costs of nurse turnover, enhancing the urgency of implementing effective retention strategies.

The purpose of this research is to examine the perceptions and understandings of two groups of strategic actors (HR and talent leaders as system designers and business leaders as system implementers) in multinational companies (MNCs). Moreover, to contribute to the knowledge and understanding of how multinational organisations think about and define Talent Management (henceforth shortened to TM) and whether and how they perceive their TM architectures to add value to the organisation. It examines two research questions. First, ‘do strategic actors believe that the TM architectures implemented within their organisations add value to the organisation, and if so, what value do they believe it adds?’ Second, ‘how may TM architectures add value?’ This question is examined through a sub-set of four research propositions in relation to a series of theoretically established value processes (value creation, capture, leverage and protection). The research draws upon ideas from three academic disciplines: Strategic Management and the role of strategic actors and the nature of strategy-as-practice, Strategic Human Resources Management (henceforth shortened to SHRM) and the study of HR systems, High Performance Work Systems (henceforth shorted to HPWS) and TM architectures, and the resource-based view (henceforth shortened to RBV) of the firm in relation to value and value creation - in order to address the problem of value and TM. It develops a series of propositions to suggest how TM architectures might add value through four enabling value processes. The findings are used to draw inferences about these potential value-adding processes. The research uses an 'explanatory' multi-case study design based on an empirical study conducted in five MNCs. The study uses a qualitative research approach, drawing on 52 in-depth interviews. The findings show that the absence of a formal TM definition led to a lack of consensus among strategic actors about the meaning of TM. Instead, there was a common perception that TM is another HR process which includes traditional practices such as the recruitment, selection, development and retention of talent. However, introducing the concepts of ‘value’ to the discourse of TM demonstrated how borrowing notions from the non-HR literature can contribute to our understanding of the role played in TM by strategic actors. The use of a theoretical framework – the value model - helped in understanding the value of TM architectures against each of the four value processes. This study makes a number of contributions. It empirically deconstructs the understandings of strategic actors about TM. It addresses the definitional problem currently evidenced in the literature and provides new insights to help academics understand the value of TM. It provides direction for future research. The study also contributes to practice by providing system designers and system implementers with a blueprint which could guide the design and implementation of the TM architectures introduced in their organisations to ensure that these architectures are aligned to corporate and business strategies and contribute to the enablement of value. Keywords: Talent management, Talent management architectures, Value, Value creation, Value capture, Value leverage and Value protection.

Forgetting Fathers: Gender Equality, EU Law and Parental Leave Policies

In Pennsylvania and the northeast USA, red clover (Trifolium pratense L.) is widely grown as an alternative to alfalfa. Harvest systems which maximize red clover dry matter (DM) and nutrient yield and economic return over the relatively short life of the stand have not been identified in Pennsylvania or the northeastern USA. The objectives of this research were to determine the effect of seeding-year and year- after-seeding (production year) harvest systems on total DM and nutrient yield, and economic return of red clover. Red clover was spring seeded without a companion crop and subjected to one or two harvests during the seeding year and two, three, or four harvests during the production year. Red clover harvested twice in the seeding year averaged 2230 and 1526 Iblacre greater DM and digestible dry matter (DDM) yields, respectively, over the life of the stand than red clover harvested once. Harvesting twice during the seeding year also resulted in a $79/acre greater return over the life of the stand than a single harvest. Seeding-year harvest treatment had no effect on red clover DM or DDM yield, or economic return in the production year. Average production-year DM yields were 7359, 7639, and 6512 Ib/acre for the two, three, and four harvest systems, respectively. Economic returns over the life of the stand as a result of production-year harvest treatments were inconsistent but two or three harvests were always among the highest. Red clover persistence did not differ among treatments. Seeding- and production-year harvest management of red clover may vary with location; however, in Pennsylvania and regions of similar climatic conditions, two harvests in the seeding year and two or three harvests in the production year were consistently superior in DM and nutrient yield, and economic return compared to other harvest systems.

Flexible parental leave schemes can help families balance work, childcare, and postpartum treatment, including treatment for mental health. In Sweden, both parents are eligible to use parental leave simultaneously in the first year after birth; however, the consequences for postpartum mental health care uptake remain underinvestigated. To examine the association between parents' use of simultaneous parental leave and their use of postpartum mental health care in Sweden. This cohort study obtained baseline data from national registries in Sweden, including live births of singleton offspring between January 1, 2014, to December 31, 2015, and simultaneous parental leave use (any vs none) in the 12 months after birth. The population-based sample was composed of parental dyads (mothers and fathers) who were eligible for simultaneous parental leave and were followed up from January 1, 2015, to December 31, 2016. Statistical analyses were conducted between December 15, 2023, and August 14, 2024. Simultaneous parental leave use up to 12 months post partum. Total population register data were used to identify maternal and paternal outpatient care visits for mental health (substance use disorder [SUD], mood or affective disorders, and stress-related disorders) and psychotropic prescription dispensations (antidepressants and anxiolytics) during the first postpartum year. Logistic regression was applied to estimate the odds of these outcomes by simultaneous parental leave use, controlling for parents' age, sociodemographic characteristics, and prebirth mental health care use. Robustness analyses using propensity score matching were performed. The sample comprised 207 283 parental dyads, of whom 153 342 (74.0%) did not use simultaneous parental leave in the first postpartum year and 53 941 (26.0%) did. Among those who used simultaneous parental leave, the mean (SE) age at childbirth was 29.63 (0.02) years for mothers and 32.80 (0.03) years for fathers. Compared with mothers who did not use parental leave simultaneously with their partners, mothers who did were more likely to receive antidepressant prescriptions in the first postpartum year (odds ratio [OR], 1.07; 95% CI, 1.02-1.11). Fathers who used simultaneous parental leave vs those who did not had increased odds of SUD-related outpatient care visits (OR, 1.10; 95% CI, 1.02-1.20). Longer simultaneous parental leave was associated with greater odds of mental health care use for both parents, and earlier leave was associated with greater odds of health care use by mothers. Findings for mothers, but not fathers, remained significant in robustness analyses using propensity score matching. This cohort study found that simultaneous parental leave use was associated with greater health care uptake for postpartum mental health conditions in both mothers and fathers. This finding supports the need to consider the benefits of generous family policies as well as the risks of structural obstacles to postpartum mental health care access across the world.

Benchmarking attitudes surrounding parental leave among posttraining North American ophthalmologists may reveal possible areas for intervention. To evaluate perceptions of current parental leave policy and culture among posttraining North American ophthalmologists. This nonvalidated survey used a 19-item online questionnaire. A convenience sample of 186 self-identified North American-based ophthalmologists who had completed training was obtained using listservs, residency program coordinators, and social media. Data collection occurred from May to July 2022. Descriptive analysis demonstrated response frequencies. Pearson χ2 comparison of means was performed for categorical variables. Two-tailed t tests were performed for continuous variables. Among the 186 surveys completed, 105 respondents (56.5%) identified as female, 76 (40.9%) worked in academia, 133 (71.5%) were 1 to 20 years out of training, and 156 (83.9%) had children. Attitudes toward stop-the-clock policies, or delays in tenure/promotion/partnership review when taking leave, were mixed. Of 171 respondents, 78 (45.6%) thought that stop-the-clock policies should be optional, 39 (22.8%) thought that they should be required, and 31 (18.1%) thought that they should be removed. Of 76 academicians responding, 56 (73.7%) and 49 (64.5%) were unaware if their institution had a stop-the-clock policy for tenure review or promotion review, respectively. Male and female respondents differed in feeling comfortable with taking leave (36 of 66 [54.5%] vs 67 of 90 [74.4%], respectively; P = .04), as well as in their ratings of stress about peer perception on a scale of 0 to 10 (3.70 vs 4.81, respectively; P = .05). Private practitioners and academicians differed in confirmation of leave options for both parents (52 of 101 [51.5%] vs 49 of 69 [71.0%], respectively; P = .02) and ratings of financial stress (7.10 vs 5.43, respectively; P = .004) and research considerations (1.60 vs 3.85, respectively; P < .001). Results of this survey study support the hypothesis that demographic factors affect attitudes toward parental leave among posttraining ophthalmologists; policies could be better publicized. Feelings regarding policies and leave were mixed. These findings should be viewed as hypothesis generating because the survey was not validated and the associations provided could be due to confounding factors.

Abstract: Background: The so-called speed premium, introduced in Sweden in the 1980s and still in effect in 2018, grants some benefits regarding parental leave for parents that have two births within 2.5 years or shorter. Previous research has shown a great increase in the prevalence of short birth intervals in the 1980s and 1990s associated with the introduction of this policy. Research question: This study investigates if short birth intervals (

A growing emphasis on hybrid work has already begun to influence how we create connections to the workplace, and therefore our level of performance within knowledge-based organizations that rely upon collaboration and intellectual engagement. With a lack of flexibility and autonomy, do we really have any concerns about the degree to which our employees are inclined to be visible and committed to remaining with us? Based on an empirical study, this paper will explore the many facets of the hybrid talent retention process through the lens of the work-life balance 'mediating' role, how flexible arrangements impact the organization by increasing levels of organizational commitment, and what types of support from an employer to their hybrid employees may be the key to ensuring a successful hybrid work environment, especially if employees feel as though they are 'lost' when the employer does not provide support to them. To address the above research questions, a quantitative approach with a sample of education professionals was utilized to provide guidance for HR practitioners and policy makers on creating the types of work environments needed to maximize organizational and employee productivity. Therefore, this is one area of potential future of work debate; while offering flexibility may play an important role in the retention of talent in a digital workplace; it must also involve creating a culture based on the employee's needs and preferences.

The full expression of an educator includes scholarship, yet many physician assistant (PA) educators are not published. Several barriers unique to PA education are often cited to explain this phenomenon. However, some in the PA profession have become prolific writers despite working in the same environment. In this study, authors strove to understand what motivated these productive faculty by posing 2 research questions: (1) What are the drivers of success for high-performing PA scholars and (2) how do high performing PA scholars overcome barriers? A qualitative study using a constructivist, grounded theory approach explored the experiences and motivation of PA-credentialed educators who published >5 peer-reviewed articles and whose body of work achieved an h -index of >3. High-performing scholars valued scholarship as a creative outlet and a rewarding pursuit. Scholars achieved a sense of fulfillment in their work. Research and writing were described as protective against burnout. Participants viewed barriers differently than other educators. Barriers were acknowledged, but participants developed strategies to overcome obstacles. Mentorship was seen as crucial to success. A nuanced understanding of PA research and the characteristics associated with high-performing PA scholars emerged. The study identified developmental stages associated with the formation of a scholar. Progression from prescholar to mature scholar has important implications for initiatives designed to increase scholarship and provides evidence to support the claim that scholarship positively affects job satisfaction, personal well-being, and talent retention.

In recent years, as societal norms evolve, active fatherhood has gained prominence as contributing to child well-being and gender equality. Parental leave policies are seen as key support, yet the extent to which paternity leave, and in particular the duration of its effective uptake, and the longer-term objective of gender equality in unpaid work correlate, remains unclear. This article explores the link between paternal leave uptake and subsequent care division among parents, considering country opportunities and individual attitudes. Using new survey data from five countries including a novel 24-hour slider measurement system, the linear regression models reveal a positive correlation between longer paternal leave uptake and a more balanced distribution of unpaid work, that is, a smaller family work gap. The study emphasizes the essential role of parental leave policies in fostering an egalitarian division of labor and enhances the understanding of the interplay between parental leave, caregiving, and gender.