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Maternity leave --- Maternity insurance

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Bakgrunn: Bakgrunn for studien er Barsel hjemme, et prosjekt som har sett på en helhetlig modell for svangerskap, fødsel og barselomsorg. Det har vært et samarbeid mellom Ullevål universitetssykehus og Bydelene Sagene/St.Hanshugen. Kvinnene som har deltatt har gått til jordmødre fra prosjektet som er/har vært ansatt på sykehuset i svangerskapet, født på Ullevål og reist tidlig hjem i barsel med besøk fra samme gruppe jordmødre. Hensikt: Evaluere Barsel hjemme ved å se på pasienterfaringer med prosjektet og undersøke kvinnenes opplevelse og ønsker når det gjelder kontinuitet og helhet i svangerskap, fødsel og barselomsorg. Metode: En triangulering av metoder er brukt: Dette inkluderer en pasienterfaringsundersøkelse, en anonym spørreundersøkelse som er sammenliknet med en liknende undersøkelse fra en barselavdeling, og fokusgruppediskusjon med kvinner fra prosjektet som er analysert med inneholdsanalyse. Funn: Kvinnene som har deltatt i Barsel hjemme er svært fornøyd med prosjektet, gjennomgående mer fornøyd enn kvinner som har hatt vanlig barselopphold ved sykehuset. De hadde deltatt igjen om det hadde vært mulig. De er ikke opptatt av kontinuitet i den forstand at samme person trenger å følge de i hele forløpet. Her spiller forventninger en viktig rolle. Personalets evne til å skape en god relasjon, en følelse av trygghet og se individuelle behov er mer viktig. De ønsker mer kontinuitet i informasjonen de får under svangerskap, fødsel og barseltid. Konklusjoner: Barsel hjemme er et prosjekt som kvinnene anbefaler, og som de skulle ønske fortsatte. Når det gjelder kontinuitet og helhet er dette avhengig av forventinger. Det at personalet kan skape personlige relasjoner og møte kvinnene på deres individuelle behov er det viktigste.

Maternity insurance.

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Frauen machen Karriere, gründen Unternehmen, haben Führungsverantwortung, erziehen Kinder und übernehmen Verantwortung für die Familie. Frauen sind stark darin, sich um das Wohl anderer zu kümmern. Die eigenen Bedürfnisse und Interessen kommen dabei oft zu kurz - besonders, wenn es um das Thema Geld geht. Allzu oft noch sind Finanzen eine reine Männerdomäne und viel zu viele Frauen überlassen auch heute noch ihre finanzielle Absicherung voll und ganz ihrem Partner. Viele Frauen trauen sich schlicht nicht zu, sich um Aktien & Co. zu kümmern. Oft liegt das an der Sozialisierung und einem ganzen Geflecht von negativen Glaubenssätzen, das zum Teil bis in die Kindheit zurückreicht: "Frauen verstehen nichts von Geld", "An der Börse zu investieren ist viel zu riskant" oder "Wer sich um seine Finanzen kümmert, ist materialistisch eingestellt". Wer bereits mit einem solchen negativen Mindset aufgewachsen ist, wird sich später schwertun, sich eigenverantwortlich um die eigenen Finanzen zu kümmern. Dabei ist es höchste Zeit, dass Frauen ihr Geld selbst in die Hand nehmen, um finanziell unabhängig und abgesichert zu sein. Denn es gibt zahlreiche Ereignisse im Leben, die die vermeintlich sichere Lebensplanung gehörig ins Schwanken bringen können - Scheidung, ein Todesfall, Invalidität - und auch die spätere Rente sollte frühzeitig bedacht werden. Besser frau hat vorgesorgt und weiß um ihre finanzielle Situation und ihre Möglichkeiten.Die Autorinnen - Gründerinnen der Finanzplattform für Frauen, finmarie - zeigen in diesem umfassenden Finanzratgeber auf, was Frauen für ihre eigene finanzielle Unabhängigkeit tun können. Die Expertinnen vermitteln eine grundlegend positive Einstellung zum Thema Geld, widmen sich allen wichtigen Fragen rund um das Thema "Geldanlage" und gehen auf typische Lebenssituationen ein, mit denen Frauen häufig konfrontiert sind. So wird dieses Buch zu "ihrem" praktischen Begleiter zur finanziellen Freiheit.

Maternity leave.

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The aim of this research is to determine whether fathers use maternity leave and to what extent, and whether there is space for improving the laws governing this area, as well as public policies that would increase the participation of men in family life. The ultimate goal is to increase the participation of women in the labor market by amending and applying the appropriate provisions of the current laws and implementing public policies aimed at promoting the right for both parents to use maternity leave. In the first part of the research, we present the legal framework for regulating maternity leave, that is, we analyze the most important provisions of the Labor Law in BH Institutions, FBH Labor Law, RS Labor Law and District Brčko of BH Labor Law, Law on Social Protection, Protection of Civilian Victims of War and Protection of Families with Children (Federation of Bosnia and Herzegovina) i.e. the laws on child protection (Republika Srpska and District Brčko), as well as accompanying bylaws. The second part contains basic information on the administrative procedures for using maternity leave, on the number of fathers who submitted a request for compensation instead of salary during maternity leave, and on the competent bodies for deciding on this issue. The research has shown that only 0.36% of fathers exercised the right to compensation instead of salary during maternity leave. In the third part, we analyzed the responses of 500 fathers who were surveyed by the public opinion polling agency and who had a child between 2016 and today,1 as well as the responses of eight fathers who used maternity leave during this period, and who were interviewed in focus groups. We chose this period because it was only in 2016 that this right was guaranteed to fathers as well. More than half (57.8%) of the surveyed fathers responded that they were not familiar with the right to use maternity leave. 73.4% of fathers said that they would have used maternity leave if they had known that this possibility existed. 28.8% of fathers were informed about this right by their employers. Out of the total number of fathers who did not use maternity leave, 49.7% of fathers did not know they could exercise this right, i.e. they were not sufficiently informed about the possibilities. 11.2% of fathers believe they do not need maternity leave because women are the ones who take care of children. 6.3% of fathers believe that no one exercises this right. 55.2% of fathers believe that the term parental leave is more appropriate compared to the term maternity leave, which is currently being used in labor laws. In the end, based on the collected data and findings obtained, we made recommendations, which the state should apply in order to enable both fathers and mothers to exercise this right equally. Given that a large number of fathers (more than half) stated they did not know about the possibility of using maternity leave, it is necessary to implement appropriate campaigns to raise awareness, but also to require employers to introduce the employees with their rights. In addition, the laws don't provide the same type of protection to fathers taking maternity leave as for mothers, and it is necessary to amend labor laws and other regulations that govern this area so that fathers also receive compensation while using maternity leave, have the right to leave in case of stillbirth, and have a guaranteed period of maternity leave that cannot be waived or transferred to the mother, in accordance with the European Union Directive on Work-Life Balance for Parents and Carers.

Maternity Leave.

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This research analyzes the evolution of maternity and paternity leave across the world, covering 190 countries over 52 years. The data show striking differences both within and between countries in how leave distribution for parents upon the birth of a child has evolved. The study finds that, across all regions, there have been notable increases in the number of leave days a mother can take. The absolute increase in the number of leave days for mothers has been greatest in Europe and Central Asia, followed by Organisation for Economic Co-operation and Development high-income economies. However, apart from the high-income economies, the number of leave days allocated to fathers has increased by only a fraction of the amount for mothers. An analysis of the correlations between relative leave allocation and women's labor market outcomes suggests that where the disparity in the allocation of leave days is greater, women's participation in the labor market may be lower. However, the study finds no evidence of any association between the gender gap in leave allocation and other labor market outcomes, including the gender wage gap and women's representation at the managerial level.

Maternity leave.