Choose a country, other than the US, and share that country’s policy on maternity/paternity/family leave. What company policies and benefit/compensation practices would an HR manager in the US need to consider when expanding paid time off for family leave in that country?
For example, in China, women are provided with 98 paid days off, including holidays and weekends, for the birth of a child. This time off can begin up to two weeks prior to the birth of the child. Further, they may receive additional paid time off if they have a multiple birth or if they are older than 24 when they have the child. Women are also provided with paid time off for prenatal check-ups and for breastfeeding. Paid benefits may also be available after abortions and miscarriages. Men receive only about two weeks/10 days paid time off. Rules in individual provinces may affect the specific benefits that must be provided by law. An HR manager who has responsibilities for employees in China would minimally have to consider policies on family and medical leave, vacations, sick days, lactation, and paid time off.
Reference:
Expecting in China: Employee Maternity Leave and Allowances. (2017, April 06). Retrieved July/August, 2018, from http://www.china-briefing.com/news/2017/04/06/maternity-leave-allowance-china.html
Resources:
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The American Case for Paid Maternity Leave | Jessica Shortall | TEDxSMU
YouTube URL: http://www.youtube.com/watch?v=SJyE40koQyA
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YouTube URL: http://www.youtube.com/watch?v=1ziPPItLiSY
