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Maternity Leave and Beyond

Maternity Leave and Beyond. Marian Baird Women + Work Research Group School of Business University of Sydney. Parental Leave: Pre-WorkChoices. Family Provisions Test Case. 8 August 2005 10 days carer’s leave

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Maternity Leave and Beyond

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  1. Maternity Leave and Beyond Marian Baird Women + Work Research Group School of Business University of Sydney

  2. Parental Leave: Pre-WorkChoices

  3. Family Provisions Test Case 8 August 2005 • 10 days carer’s leave • Right to request 104 weeks unpaid parental leave; simultaneous unpaid parental leave for 8 weeks and to return p/t until child reaches school age. • Annual leave carried forward for 2 years, 10 annual leave in separate days.

  4. Test Case vs WorkChoices • 433/20% of federal awards were varied to include test case standard before WorkChoices. • Vic, Qld, NSW, SA, WA, Tas introduced provisions via legislation or general order for State employees. (Sue Williamson, PhD student)

  5. Post-WorkChoices 27 March 2006 • Australian Fair Pay and Conditions Standard – 52 weeks unpaid parental leave, 4 weeks annual leave (2 weeks traded), 10 days carer’s leave, ordinary hours of work and minimum pay. • Award rationalisation process to reduce number and ‘merge’ contents. • Preserved entitlements vs rationalised awards or new agreements for new employees. • Possibility of two-tier provisions in work places.

  6. Post-WorkChoices • Prospects for improvements through bargaining? • Prospects for improvements via business case arguments?

  7. Family-friendly Policy and Practice at the Workplace Level Complex interactions between: • Supervisors • Interaction with other policies – e.g. pay structures; ‘manning’ levels; accounting methods. • Employee agency – security; union representation; gender; autonomy; position etc. • Organisational Norms – the ‘ideal worker’ and resilience of traditional male model

  8. Observations • Parental leave policies are accessed by: • Women – reinforcing gendered divisions of labour at home and work • White collar workers – reinforcing differences with blue-collar workers • Women – are both family centred and career centred.

  9. Conclusions • Predicted parental leave and f-f outcomes - contingent on business needs rather than employee or social needs. Increasing divergence, variability and inequity. • Need to: • Continue to monitor impact of changes in regulatory regime on availability of entitlements to parents. • More deeply interrogate notion of the ‘ideal worker’. • Give renewed attention to job size, job design and work organisation.

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