Paid Parental Leave: An Employee Right or Still An Ideal? An Analysis of the Situation in Québec in Comparison with North America

Tremblay, Diane‐Gabrielle

doi:10.1007/s10672-009-9108-4

Cited by 15 publications

(12 citation statements)

References 8 publications

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“…notamment Barrère-Maurisson et Tremblay, 2009). Le rôle joué par l'État est variable; il suffit d'évoquer la faiblesse des initiatives en la matière aux États-Unis (Fusulier, 2010) et dans le Canada anglais (Tremblay, 2012a) comparativement au Québec, pourtant intégré dans le contexte nord-américain, où la politique familiale, les services de garde et la mise en place du régime d'assurance parentale assurent un soutien relativement bon aux parents (Tremblay, 2009;Tremblay, 2010). Certes, les pays du nord de l'Europe comme la Suède, la Norvège et la Finlande sont généralement pris en référence pour leurs politiques de congés parentaux et le soutien à la garde des enfants dans une perspective d'égalité entre les sexes.…”

Section: Déjà En 1977 Aux éTats-unis Rosebeth Moss Kanter Publiait unclassified

Appartenances professionnelles et vie familiale : une entrée analytique particulière

Fusulier

Tremblay²

2013

efg

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De nombreuses études montrent que la relation travail-famille varie en fonction des sociétés ; qu’elle se décline de façon différente selon le genre et les situations personnelles; qu’elle est tributaire des caractéristiques et attitudes des entreprises et organisations ... Cependant, une autre dimension qui pèse sur cette articulation est encore peu étudiée : l’appartenance à un groupe professionnel ou à une profession. Cette appartenance exprime l’existence d’une entité sociale qui possède certaines caractéristiques propres et qui n’est potentiellement pas sans influence sur la façon dont prend sens et forme l’articulation de la vie professionnelle avec la vie familiale. Dans cet article introductif, nous exposons tout d’abord l’intérêt et la spécificité de cette entrée analytique. Nous soulignons ensuite les lignes de force des articles contenus dans le présent numéro qui traite d’une diversité de groupes professionnels : les enseignants, les travailleurs sociaux, les conductrices de train, les médecins, les infirmières et les policiers.There are many studies showing that the work-family relationship varies according to the societies that harbour them; that it takes different forms according to gender and personal situations; and that it depends on the characteristics and attitudes of business and organizations…. There is, however, another dimension that affects the linkage between the two entities, one which has been little studied: membership of an occupational group or of a profession. Such membership is the indication of the existence of a social entity that has a certain number of inherent characteristics and that potentially is not devoid of influence on the manner in which linkage is established between the member’s professional and family life. In this introductory article we first discuss the interest and specifics of such data input. Subsequently, we indicate the major characteristics of the articles that make up the present issue of this magazine, articles that deal with a range of occupational and professional groups: teachers, social workers, train conductors, physicians, nurses, and police officers

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Section: Déjà En 1977 Aux éTats-unis Rosebeth Moss Kanter Publiait unclassified

Appartenances professionnelles et vie familiale : une entrée analytique particulière

Fusulier

Tremblay²

2013

efg

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“…Il a pour mission la promotion et la valorisation de la recherche. www.erudit.org paid workforce, the aging workforce, and concerns about work-life balance (Tremblay, 2010). Despite this research, some claim that there remains a lack of understanding of the specific lived experiences of men and women with young children.…”

Section: Résumé De L'articlementioning

confidence: 99%

“…Through the lobbying efforts of women and the labour movement, the payment of pregnancy benefits through the then Unemployment Insurance regime has been in place in Canada since 1971; adoptive parents were added in the mid1980s and parental leave was introduced after a Charter challenge in 1992 (Cox, 2004;Campbell, 2006;Tremblay, 2010). Recent revisions make it possible for the self-employed to receive a form of paid leave (Service Canada, no date b).…”

Section: Statutory Entitlements To Leavementioning

confidence: 99%

“…As commonly perceived, pregnancy and parental leave provisions exist to make it easier for parents to retain an attachment to the labour market (Tremblay, 2010). In countries with progressive leave policies these statutory rights are generally taken for granted and regularly exercised.…”

Section: Problematizing Statutory Rights: Individual Choice or Socialmentioning

confidence: 99%

“…Since having a child is conceptualized as a private problem, mothers feel guilty for demanding special arrangements..." (Sümer et al, 2008: 379). The Canadian system has also been criticized for not acknowledging the social value of women's reproductive labour and taking for granted a woman's domestic obligation (Picchio, 1992; see also Ray, Gornick and Schmitt, 2010), though the scheme in Quebec is considered more progressive (Tremblay, 2010). As Calder (2006) noted, early versions of the Canadian law required women to prove that they had been working at the time of conception and revisions in the mid-1990s essentially doubled the working time required to gain eligibility.…”

Section: Problematizing Statutory Rights: Individual Choice or Socialmentioning

confidence: 99%

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Negotiating in Silence: Experiences with Parental Leave in Academia

Weststar

2012

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This paper presents a case study of pregnancy/parental leave arrangements among faculty members at a mid-sized Canadian university. Pregnancy/parental leaves and associated benefits are often taken for granted, particularly among unionized employees in Canada; however, this research shows that continued vigilance is required to maintain the standard and equity of these rights. The data consist of self-report accounts of faculty experiences in making leave arrangements over the period 2000-2010.The results show inequity in leave arrangements across faculties, across and within departments and for individuals who had more than one leave. Much of this inequity stemmed from individualized “creative” negotiations and problem-solving when the leave was scheduled to begin or end in the middle of an academic term. Many of these solutions penalized faculty members for unassigned teaching duties. Faculty members were requested or felt personally obligated to “cover-off” the teaching time before or after their leave by teaching course overloads, using course releases earned through external research grants, condensing courses, or beginning and/or ending the leave earlier than required.This research has implications for unions who must maintain vigilance and relevance in professional environments where individual negotiation takes place and union consciousness is lower. It also emphasizes the burden placed on parents when the bearing and rearing of children is framed as an individual right rather than an issue of social reproduction. As a result of their “choice” to have a baby and take an associated leave of absence, faculty members can experience guilt, fear and anxiety related to their professional and collegial status. Due to these emotions, and faced with a silent collective agreement, faculty members can accommodate the needs of the university to their own detriment. The paper concludes with recommendations for how faculty unions can better protect pregnancy and parental leave rights through improved formal language in policy documents or collective agreements.Cet article présente une étude de cas sur les clauses de congé parental ou de maternité chez les professeurs d’une université canadienne de moyenne taille. Les congés parentaux ou de maternité et les avantages qui leur sont associés sont souvent tenus pour acquis, particulièrement parmi les employés syndiqués au Canada; toutefois cette recherche montre qu’une vigilance continue est de rigueur pour maintenir le niveau et l’équité de ces droits. Les données obtenues sont constituées d’auto-déclarations d’expériences facultaires dans l’élaboration d’accords en matière de congé durant la période 2000-2010. Les résultats font ressortir des inégalités dans l’octroi de tels congés entre les facultés, entre les départements et au sein de ceux-ci et parmi les person...

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Work-Family Balance for Women Lawyers Today: A Reality or Still a Dream?

Tremblay

2016

Handbook on Well-Being of Working Women

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Paid Parental Leave: An Employee Right or Still An Ideal? An Analysis of the Situation in Québec in Comparison with North America

Cited by 15 publications

References 8 publications

Appartenances professionnelles et vie familiale : une entrée analytique particulière

Appartenances professionnelles et vie familiale : une entrée analytique particulière

Negotiating in Silence: Experiences with Parental Leave in Academia

Work-Family Balance for Women Lawyers Today: A Reality or Still a Dream?

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