Maternity Benefits Research Articles

Career Duality and Work Performance: Insights from Women in Bangladesh

This study looks into how women's professional success in Bangladesh is affected by career dualism, work-life balance, and cultural expectations. Data were gathered from thirty women in Dhaka who worked in the public, private, and self-employed sectors using a qualitative study methodology. The research utilized semi-structured interviews and theme analysis to effectively capture the intricacies of the participants' perspectives, underscoring the subjective aspect of work-life balance. The participants brought to light considerable difficulties in juggling dual responsibilities as careers and professionals, which are made worse by inflexible gender stereotypes and restricted access to childcare facilities. The results show that women's ability to balance conflicting demands is greatly aided by family support, especially that provided by mothers and spouses. However, respondents said that the lack of maternity benefits, childcare services, and flexible schedules were substantial barriers, and that workplace regulations frequently lacked the flexibility required to meet women's multiple obligations. The study also looks at the post-pandemic trend towards remote employment, which brought difficulties since it blurred the lines between home and professional life even while it offered flexibility. The critical need for institutional reforms-including the implementation of family-friendly workplace practices like paid parental leave, on-site daycare, and remote work options-is highlighted by this study. It also emphasises how crucial cultural changes are to easing the burden on women who want to advance professionally but are under pressure to live up to conventional norms. To investigate the effects of career duality on professional women's long-term career growth and well-being, longitudinal research approaches should be used in future studies.

Decent Work Practices Incorporated in the Collective Bargaining Agreements of Unionized Firms

We investigated the decent work practices related to employment at work, rights at work, social protection, and social dialogue incorporated in the Collective Bargaining Agreements (CBAs) of unionized firms. We analyzed qualitatively the various provisions of each of the 20 CBAs of unionized firms from diverse industries in the Philippines that come from manufacturing, hotels, resorts, health, education, telecommunication, and public utilities. Findings revealed that the CBAs' provisions articulate many significant provisions on decent work practices. Specifically, the employment-at-work provisions revealed 14 main themes related to benefits, employee classification, wages, work hours, and opportunities for advancement. Eight key themes were identified on rights at work provisions: employee development, protection against discrimination, safeguards against company closure, sale, lease, transfer, or merger, protection against lay-offs and retrenchment, shared social responsibility, and the ban on labor contracting. On social protection provisions, twelve main themes emerged: maternity benefits, other social security benefits, job security, extended financial assistance and loan benefits, and medical/health care incentive programs. On social dialogue provisions, 11 main themes evolved about union-management communication, acknowledging the current labor union as the sole bargaining representative, the institution of grievance machinery, the union's right to information and consultation, as well as the presence of the Labor-Management Committee. The overall results underscored the important role of the union through its collective bargaining power in ensuring that decent work thrives in the workplace. We recommend implementing the “one union one industry policy” as stipulated in the Labor Code; strengthening the conceptual, technical, and behavioral skills of the union leaders; treating unions as social partners; and undertaking research studies that can benefit both the union and management during their CBA negotiations. These efforts can open more opportunities for unions and those workers covered by CBAs to actualize the ILO conventions of guaranteeing decent work that will transform people and organizations toward a sustainable mindset that includes justice, peace, and equality for the common good of the future generation of working people.

Economic Growth Model with Fertility Incentives: A Theoretical Analysis Framework and Policy Simulation for China

This study presents an overlapping generation model to examine the impact of fertility incentive policies on economic growth in China, incorporating endogenous fertility, education, and technological advancement by integrating unified growth theory with an R&D-based growth model. We analyze the impact of fertility incentive policies on economic growth by evaluating maternity insurance and public education. The results show that increasing the actual contribution rate of maternity insurance, maternity benefits, and public education expenditures can boost China’s fertility rate; nevertheless, extending maternity leave would not incentivize an increase in the fertility rate. The impact of fertility incentives on economic growth is ambiguous, depending upon the extent to which increased fertility dilutes aggregate human capital via technical advancement. If the dilution effect is weak, the sign will turn positive, and vice versa. The simulation analysis of the benchmark model indicates that the fertility incentive policy, which encompasses increasing the actual contribution rate of maternity insurance, maternity benefits, and public education expenditure, can foster economic growth in China by enhancing the fertility rate in the long term.

Understanding VA Maternity Care Coordinators Interactions and Collaboration With Primary Care Providers.

Maternal morbidity is higher among the Veteran population in part because of high rates of chronic medical and mental health conditions. To improve care for pregnant Veterans, the Department of Veteran Affairs created the position of the Maternity Care Coordinator (MCC) to provide care coordination during a Veteran's pregnancy. Maternity Care Coordinators must work with primary care providers (PCPs); yet, little is known about their collaboration and interaction. The objective of this work is to better understand how MCCs interact with PCPs. Between March and May of 2021, we conducted qualitative interviews with 30 MCCs using a semi-structured interview guide to learn about their role and interactions with PCPs. We identified 3 main themes in interactions between MCCs and PCPs, which correlated to times during the Veteran's pregnancy: initial interactions, care coordination during the pregnancy, and end of pregnancy transitions of care. Most MCCs indicated a positive and collaborative relationship with PCPs. There was significant variability in how closely MCCs worked with PCPs. MCCs reported that PCPs were not always comfortable caring for pregnant Veterans. Although MCCs generally indicated a positive and collaborative interaction with PCPs, our data suggest that there are opportunities to improve communication between PCPs and MCCs and to educate PCPs on knowledge of maternity benefits, the role of the MCC, and how to care for pregnant and postpartum Veterans. The Veteran Affairs MCC can also serve as a model for other health systems aiming to improve care coordinator among pregnant patients.

Elite Athletes and Worker Status

Abstract Recent research regarding the working conditions of elite athletes in Olympic sports in the European Union, Norway and the UK shows that most athletes are not in an employment relationship with a sports stakeholder such as a National Olympic Committee, sports governing body or club because legislation at a national level or the terms of a contract preclude their status as employees or workers. Elite athletes who are excluded from employee or worker status do not have access to valuable social and employment benefits and protections, for example, a pension entitlement or maternity benefits. This article highlights the complex contractual situation of elite athletes who are integrated into a national elite sports programme and the regulatory and legal frameworks in which they provide services during an athletic career and posits that elite athletes are workers irrespective of an athlete’s legal status designated under national law or contract.

Feminism, reproductive labour and the gendered welfare state in Britain’s National Insurance Act of 1911

Abstract In 1911, numerous women’s organizations, of varying political interests, mounted a campaign against the National Insurance Bill. Such opposition emerged despite feminist support for increased welfare provision in general and especially for the maternity benefit that the Bill proposed to introduce. Feminists criticized National Insurance for discriminating against women, especially its failure to recognize the economic contribution of women’s unwaged reproductive labour. They lobbied and campaigned for a series of amendments, some of which were successful. Feminist opposition to National Insurance sheds new light on an ongoing historiographical debate over the degree to which women were able to influence early welfare states prior to enfranchisement. Their activities cannot be easily contained within a framework of ‘maternalist feminism’, and call into question distinctions between ‘maternalist’/‘social’ feminism and ‘equality’ feminism, and middle-class and working-class women’s agendas. Instead, feminist campaigns around National Insurance reveal an early analysis of ‘social reproduction’ (the origins of which are usually traced back only to ‘second wave’ feminism) whereby British feminists participated in international conversations contesting the gendered definitions of work that went on to inform insurance-based welfare states across Europe.

Motherhood in academia: A novel dataset of UK academic women with an application to maternity leave uptake

AbstractMotherhood is widely believed to be an important factor slowing down the career progression of women. We present a novel database that combines an original survey of women and mothers working in the UK Higher Education sector with data on the occupational maternity benefits offered by academic employers. This allows users to track, at the individual level, child‐bearing experiences and employment histories simultaneously. We describe several aspects of mothers' experiences in academia and how those evolve over the years. We also conduct an empirical analysis of the determinants of maternity leave uptake, showing that women's employment status and family arrangements significantly impact the types of maternity leave – paid or unpaid – taken.

A Descriptive Study to Assess the Knowledge regarding National Maternity Benefits Schemes among Postnatal Mothers at Selected Government Hospital Madhya Pradesh

A Descriptive Study to Assess the Knowledge regarding National Maternity Benefits Schemes among Postnatal Mothers at Selected Government Hospital Madhya Pradesh

A STUDY ON THE RELATIONSHIP BETWEEN LABOUR WELFARE SCHEMES AND ITS IMPACT ON JOB SATISFACTION AMONG WORKERS IN TITAN WATCH COMPANY, HOSUR – A CASE STUDY

In an industrial economy, the workers are subject to periodic unemployment due to cyclical fluctuations in business, sickness, industrial accidents and old age. In India it has the obligation from the Government side to help the labourers and provide them security and adopt labour welfare measures in the form of various schemes such as Workmen’s Compensation Act, Employees’ State Insurance Act, Finances and Contributions, Sickness benefit, Medical benefit, Maternity benefit, Disablement benefit, Dependents’ benefit, Employees’ Provident Fund and Bonus schemes, Gratuity Scheme and Employees’ Pension Scheme. All these welfare schemes have followed and adopted in industries for the welfare of labourers both men and women. So, the present study is done to understand the various labour welfare facilities such as statutory and non-statutory welfare facilities provided by the company to labourers / workers namely TITAN watch company, Hosur, and its impact on job satisfaction. This study shows the positive relation between welfare facilities such as medical facilities, crèche, canteen facilities, recreation, toilet facilities, rest room facilities, reading room, loan facilities for their children’s education, marriage, housing loan, insurance coverage etc. and job satisfaction. Job satisfaction is very important to know the level of contribution to workers towards his / her work and how welfare facilities affect. Labour welfare schemes are provided to strengthen man power in both physically and mentally. Thus, these facilities are more effective in improving the performance and building the morale of every worker working in industries, in order to increase the productivity of labourers.

Qualitative Study to Explore the Occupational and Reproductive Health Challenges among Women Tobacco Farm Laborers in Mysore District, India.

Tobacco farm laborers are primarily women and children working for very low wages. The aim of this study was to explore occupational and reproductive health challenges faced by women tobacco farm laborers in Mysore District, India. We conducted interviews and six focus group discussions among 41 women tobacco farm laborers. Codes and themes were generated based on deductive and inductive approaches using the socioecological model. Participants reported symptoms of green tobacco sickness including headaches, back pain, gastric problems, weakness, and allergies during menstruation, pre-natal, and post-natal periods. Participants had poor awareness about the health effects of tobacco farming, and there were gender inequalities in wages and the use of personal protective equipment. Participants received support from family and community health workers during their pregnancy and post-natal period. Women reported wanting maternity benefits from the tobacco board, as well as monetary support and nutritional supplements. There is a need for health education about the environmental dangers of tobacco among farm laborers, and more supportive policies for women farmworkers during pregnancy and post-natal periods.

Reading Between the Lines: Maternity Benefit Law in India and Whom It Truly Benefits

The gendered and performative role of motherhood, an ideal of patriarchy, has been codified into the letter of the law. A feminist lens has been applied to understand how motherhood and patriarchy interact within the maternity benefit law in India, which is primarily regulated by the Maternity Benefit Act, 1961, as amended in 2017. An attempt is made to determine whether the extant law truly benefits all women equally without discrimination. It is critically examined, using an intersectional approach, to ascertain whether it ensures the welfare of all women or is yet another systemic attempt to further the patriarchy. The progress of the law is evaluated and corporate maternity benefit policies in India are analysed to assess whether the law requires revisions and of what type to achieve its true objective.

Labour Laws and Human Rights: a Converging Agenda

India is an emerging nation that heavily relies on its unorganized sector. Throughout history, the workers in the nation have faced exploitation and have been deprived of their fundamental human rights. Following independence, various actions were implemented at various points to address this issue and ensure the prioritization of Human Rights. In furtherance to international conventions and Constitutional requirements, multiple statutes were enacted to guarantee the rights of workers. There were approximately 44 laws have been enacted in India since independence to improve the welfare of workers and enhance working conditions in the workplace. These statutes encompassed various rights such as Right to minimum wages, Right to Maternity Leave and benefits, Right to Bonus, Right to insurance and other medical benefits, Right to compensation for injuries, and Right to safe working conditions. The abundance of statutes resulted in a huge mess and a tangle of complexities. In order to enhance accessibility for workers, the government has consolidated the key legislation into 4 Labour Codes. Throughout the years, the judiciary has played a crucial role in safeguarding the human rights aspect of the labour laws. When determining cases, a purposive interpretation approach has been given to all the beneficial statutes while deciding cases. This research study thoroughly explains the evolution of labour laws in India, shedding light on the Human Rights aspect of labor laws through various judicial precedents and the rights guaranteed under statutes and newly introduced codes and this paper deepens our understanding of the relationship between labour law and human rights.

A Study on the Impact of Pradhan Mantri Mathru Vandhana Yojana Among Rural Women in Kerala

Pradhan Mantri Mathru Vandhana Yojana is a maternity benefit programme started in 2017, for transfering financial benefits to pregnant lactating women to solve the problem of undernourishment in women. It is playing a prominent role in solving this issue by giving timely assistance for their first living child to pregnant women and mothers who are lactating. Pradhan Mantri Mathru Vandhana Yojana has been a helping hand to the rural women of kerala especially in Wayanad, Kasargode, Quilon and Kozhikode districts. Many rural women in kerala especially tribal women are suffering from one major problem undernourishment. Most of them work till their delivery date. Many of the problems of this rural women are solved by this scheme. Since their financial problems are solved at the correct time they are able to take rest and give birth to healthy babies who are the promises of tomorrow. Women in urban area working in daily wages are also taken care under this scheme.

Effect of Neo-Liberal Globalisation on Women in Garment Industries: AThird World Perspective

The garment industry has significantly contributed to the economic growth of many developing countries,with women constituting a large percentage of the labour force. However, gender inequality persists in thissector, manifesting in inadequate safety standards, wage disparities, and lack of maternity benefits andproper compensation packages. Despite efforts by international organizations to promote decent workingconditions, the effectiveness of these initiatives has been limited due to a lack of understanding of thegendered aspects of these issues. This research aims to shed light on the consequences of patriarchalstructures within organizations in comprehending the challenges faced by women in the garment sector andthe development of appropriate policies. The study assumes that women's voices and concerns areinsufficiently represented in policy-making processes, necessitating a gendered perspective on thedevelopment, implementation, and monitoring of policies related to the garment industry. Thisunderstanding will enhance awareness of the working conditions of women in the garment industry andhighlight the impact of global policies on the female labour force. The study examines the historical aspectsthat contribute to globalisation, subsequent policies, and their impact on women, particularly in the contextof export-oriented garment industries.

Revolutionizer or a Stealthy Saboteur? Some Reflections on the 2017 Amendment of Maternity Benefit Act, 1961

Revolutionizer or a Stealthy Saboteur? Some Reflections on the 2017 Amendment of Maternity Benefit Act, 1961

The Impact of Maternity Benefit Policies on Women’s Willingness to Have a Second Child in Shanghai

In 2016, the two-child policy began to be implemented in China. And a maternity welfare policy was introduced at the same time to encourage women to have a second child. As Shanghai is an important city in China, it is essential to study women’s fertility intentions in Shanghai. The analysis of the impact of the fertility welfare policy can also be used as suggestive evidence of policy development. This dissertation analyses the impact of Shanghai’s fertility welfare policy on women’s fertility intentions to have a second children explores how to improve women’s fertility intentions and help implement the comprehensive two-child policy. The analysis found that each of the maternity benefit policies increased the willingness of some women in Shanghai to have a second child. However, some policies do not cover specific aspects that affect the willingness of some women to have a second child. It is recommended that these policies should be improved to increase the willingness of Shanghai women and geriatric mothers to have a second child so that the comprehensive two-child policy can be implemented more effectively.

A Study On Satisfaction Level Of School Teachers About Maternity Benefit Act 1961 In Jalandhar

Social security is a basic requirement of any individual or a family. To meet the unseen contingencies of life a robust social security system is required for any nation. Earlier in India women were supposed to take care of the family and family members. Consequently, there were very rare such provisions were available related to maternity benefits as per situation demand. However, during last many years women are emerging in different professions and jobs and competing with men. Now a days women are no less than men in any field. So this is important to protect her rights as and when any special need arises. Focus: The study is about implementation of Maternity Benefit Act 1961 in the schools for the school teachers of Jalandhar. Methodology: The study is based on primary data and a survey was conducted in the private schools of Jalandhar. The respondents were school teachers. Moreover, Secondary data was also collected through previous research papers published in journals, various laws and government reports. Data was analyzed using pie charts and bar diagrams. Findings: The research revealed that private schools teachers were getting maternity leave. However most of respondents were not satisfied with overall implementation of the act. Conclusion: It can be concluded that women face challenges during maternity as they need to take leave. In private sector schools female employees get only leave whereas, they are entitled to all other benefits mentioned in the Act and they are not getting the same.

Maternity Benefit under Social Security Code

Maternity Benefit Act,1961 safeguards employment and provides other benefits during the pregnancy. Numerous obstacles must be overcome in order to implement the Social Security Code. This chapter discusses the modifications made to the Maternity Benefit Act as well as its analytical perspective.

Labour Laws and Social Security in India

In the presented research paper, it is attempted to clarify the articulation between Labour laws and social security. The paper focuses on what is social security and its need and necessity in Labour law and would inculcate the relevance of social security under Labour legislation. Social Security offers benefit packages that include health care and financial security, protecting not only the subscriber but also his or her entire family. Social Security programmes are intended to provide families with long-term, minimum support in the event that an earning member retires, passes away, or becomes disabled. This research aims to thoroughly examine and evaluate the benefits, drawbacks, and constraints associated with social security following the introduction of labour laws. An extent of the paper would also assess the code on Social Security, 2019 and 2020 giving an in-depth knowledge on the compliances of the social security with respect to that of Labour Laws in India. The research paper also encompasses the legal stands present in other countries, also inculcating the views and regulations of International Society for Labour Law and International Labour Standards on Social security. The rights and privileges of working people in a civilised society are determined by the tenets of contemporary labour regulation. An attempt is made to study the Principles of Modern Labour Legislation and how it differs from that of the previous ones in the domain such as health insurance, old-age pension, maternity benefits, payment of gratuity, etc.

A Comparative Study of Maternity Leave Systems in the United States and Canada

Since World War II, Western countries have paid more and more attention to protecting workers rights and interests. Various laws on employment security have been passed in turn, and the value of women has been highlighted. At the social level, women can be used as an effective supplement to the social labour force to ensure the continuous output of social productivity and, at the same time, effectively improve the social status of women; At the household level, in order to improve the low birth rate after World War II, effectively ensuring womens rights and interests can strengthen the role of female mothers, effectively increase fertility rates and ensure the health of newborns. With the exploration of womens value, how women should balance family and work has received widespread attention, and the implementation of maternity and various family benefits has protected women. However, as neighbours, the United States and Canada have very different attitudes regarding womens maternity benefits. This paper attempts to use case studies to explore why maternity benefits in the United States are less generous than those in Canada, which is also an economically developed country. Paid maternity leave is only partially impassable for the United States, but it has difficulties. The study shows that the US reluctance to provide paid leave at the national legal level is related to its market and family policies, ideology, company values, and popular support. It further explores possible recommendations for the reality of maternity benefits in the United States.