Forced Birth and No Time off Work: Abortion Access and Paid Family Leave Policies.
Forced Birth and No Time off Work: Abortion Access and Paid Family Leave Policies.
复制标题
强迫分娩和没有休假：堕胎机会和带薪家事假政策。
DOI：
10.1016/j.amepre.2023.04.014
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发表时间：
2023
影响因子：
5.5
通讯作者：
Jahn,JaquelynL
中科院分区：
文献类型：
--
作者：
Schnake-Mahl,AlinaS;Pomeranz,JenniferL;Sun,Nina;Headen,Irene;O'Leary,Gabriella;Jahn,JaquelynL
堕胎和带薪家庭假是生殖正义的两项基本法律。1决定是否、何时以及在何种情况下生育子女的能力必须包括获得安全堕胎服务。此外，PFL支持父母在安全和健康的环境中养育孩子的能力。1观察获得PFL和堕胎服务的重叠和相互作用的方式，揭示了使美国生殖健康危机永久化的复杂法律环境，特别是对种族和经济上被边缘化的群体。美国是经济合作与发展组织成员国中唯一不保证获得带薪产假的成员国。尽管联邦《家庭和医疗休假法》(FMLA)规定了12周的受保护家庭或医疗休假时间，但严格的资格要求--为承保雇主工作至少12个月，为该雇主提供至少1,250小时的服务，以及在公司雇用50名或更多员工的地点工作--导致只有56%的劳动力有资格享受《家庭和医疗休假法》，而且这种休假是不带薪的。2雇主填补了这一缺口的一部分，但工资较低和小型化的工人不太可能获得这些雇主福利。自2000年以来，几个州和地方政府制定了PFL政策。相反，许多州政府通过一种称为先发制人的程序来阻止地方政府制定PFL政策。3其结果是，家庭受制于雇主、地方政府和州政府政策的拼凑，使数百万孕妇无法获得PFL，这些人不成比例地属于少数族裔和低收入个人。4.
Abortion access and paid family leave (PFL) are 2 foundational laws for reproductive justice. 1 The ability to decide whether, when, and under what circumstances to have a child necessarily includes access to safe abortion services. Furthermore, PFL supports parents’ ability to raise a child in a safe and healthy environment. 1 Looking at the ways access to PFL and abortion services overlap and interact illuminates the complex legal circumstances that perpetuate the US reproductive health crisis, particularly for racially and economically marginalized groups.The US is the only Organization for Economic Co-operation and Development member country that does not guarantee access to paid time off for childbirth. Although the federal Family and Medical Leave Act (FMLA) provides 12 weeks of protected time for family or medical reasons, strict eligibility requirements—having worked for a covered employer for at least 12 months, provided at least 1,250 hours of service to this employer, and worked at a location where the company employs 50 or more employees within 75 miles—results in only 56% of the workforce being eligible for Family and Medical Leave Act, and this leave is not paid. 2 Employers fill some of this gap, but lower-wage and minoritized workers are less likely to have access to these employer benefits. Since 2000, several state and local governments have enacted PFL policies. Conversely, numerous state governments have prevented local governments from enacting PFL policies through a process called preemption. 3 As a result, families are subject to a patchwork of employer, local government, and state government policies that leave millions of pregnant people, who are disproportionately minoritized and low-income individuals, without access to PFL. 4