It is actually 3 not 6. They did a
piece on this in the National Geographic not so long ago – the other
three are
A
:
A
:
A :
}<(((_°>.,.,.,.}<(((_°>.,.,.,.}<(((_°>
V
V
V
Andy Bentley
Ichthyology Collection Manager/Specify Usability Lead
Dyche Hall
Tel: (785) 864-3863
Fax: (785) 864-5335
Email: [log in to unmask]
A
:
A
:
A :
}<(((_°>.,.,.,.}<(((_°>.,.,.,.}<(((_°>
V
V
V
From: Museum
discussion list [mailto:[log in to unmask]] On Behalf Of Slesnick, Cecilia D (MHM)
Sent: Thursday, January 10, 2008
1:52 PM
To: [log in to unmask]
Subject: Re: Maternity Leave
Policy Question
Congratulations on your baby!!
I say you take advantage and set a
president to do what the rest of the world does…paid maternity leave! Did
you know that the US is one of like 6 countries that does NOT have some form of
paid maternity leave! 6! …the other 6 are all 3rd world
countries if I remember correctly.
Sadness!
Cecilia D.Slesnick
Education Manager
Historical Museum of Southern Florida
101 West Flagler St Miami, FL 33130
305.375.1492 www.hmsf.org
Your Story, Your
Community...Your Museum
From: Museum
discussion list [mailto:[log in to unmask]] On Behalf Of Debra Loguda-Summers
Sent: Thursday, January 10, 2008
1:39 PM
To: [log in to unmask]
Subject: Re: [MUSEUM-L] Maternity
Leave Policy Question
First Congrats on
the baby.
Just another
thought, what about husbands of pregnant wives, are they going to get the same
benefits as a women working at the museum if they want to be or need to be home
after the birth? What about adoptions of either babies or young children will
that be treated the same as a newborn?
Several time we
have had women leave with plans to return and then things change. They
either want to work from home or of course decided not to return at all.
Keep these things in mind also.
Deb
Debra
Loguda-Summers, Curator
Still National Osteopathic Museum and National Center for Osteopathic History
800 West Jefferson
Kirksville, MO 63501
Phone: 660 626 2359
Fax: 660 626 2984
Toll Free: 1 866 626 ATSU Ext. 2359
[log in to unmask]
www.atsu.edu/museum
The
>>> Alicia Herman <[log in to unmask]> 1/10/2008 12:03 PM
>>>
I
encourage you to think about maternal profiling and discrimination when
drafting a policy. Options you and other employees may feel blessed
to have included in your policy could be flex time, being able to work
part-time at home, and other benifits that support being a working
mother. The information below highlights some of the key issues and
research with includes an outstounding finding that mothers are 79% less likely
to be hired than non-mothers with equal resumes and job experiences (see
below). Congratulations on your pregnancy and being a
pioneer working mother director for your institution.
***********
NEW
YEAR'S POP QUIZ: What's Maternal Profiling?
a. The practice of selling stiff undergarments that promise a
return to one's pre-pregnancy profile.
b. How the Oprah Show executives determine their prime
demographic.
c. Employment discrimination against a woman who has, or will
have, children.
d. Routine stop and searches of swerving minivans to check if
violence is being perpetrated via flying food between minors.
ANSWER: C
Maternal
Profiling was recently reported on as one of the new buzzwords of 2007 in the
New York Times (and members of MomsRising were credited with introducing this
term into our national consciousness!). They defined it as:
"Employment discrimination against a woman who has, or will have,
children. The term has been popularized by members of MomsRising, an
advocacy group promoting the rights of mothers in the workplace."
This new phrase is powerful because it brings forward a shared
experience--helping to frame national understanding of the causes of and
solutions to discrimination against mothers. Sexual harassment is a
phrase which helped spark major legislative and cultural changes.
Widespread use of the phrase "Maternal Profiling" can similarly help
spark major changes..
And major changes are needed. One recent study found that mothers are 79% less
likely to be hired than non-mothers with equal resumes and job experiences.
Mothers also face discrimination in their paychecks: Women without children
make 90 cents to a man's dollar, but mothers make only 73 cents to a
man's dollar, and single mothers make about 60 cents to a man's dollar.
Working together, we can stamp out Maternal Profiling and make our nation
more truly family-friendly.
If you're a mother in America, then Maternal Profiling has likely happened to
you. Maternal Profiling is a significant and shared problem which
negatively impacts vast numbers of women in our nation, particularly since a full
82% of American women become mothers by the time they are forty-four years
old. And, the workplace impacts of Maternal Profiling are jaw dropping,
especially given that three-quarters of American mothersare now in the labor
force.
Mothers
also face steep wage hits and unequal wages for equal work. One study found
that, with the exact same resume and qualifications, mothers are offered an
average of $11,000 LESS than non-mothers for the same upper-level positions.
Another
study found that women without children make 90 cents to a man's dollar, but
mothers make only 73 cents to a man's dollar, and single mothers make about 60
cents to a man's dollar.
Fortunately, we know how to narrow these wage gaps and how to stop Maternal
Profiling. Countries with family-friendly policies in place--such as paid
familyleave after the birth of a child and subsidized childcare--don't have the
same degree of maternal wage hits as we do here. That's one of the
reasons why MomsRising is fighting for family-friendly policies, as well as for
laws that protect mothers and other caregivers from discrimination in the
workplace. Cultural change is another way to help stop Maternal
Profiling: The more people who become aware of what are often subconscious
discriminatory actions, the less often those discriminatory actions will
happen. So it's important that as many people as possible learn about the
widespread practice of Maternal Profiling.
Read the recent New York Times
article which includes Maternal Profiling and MomsRising here: http://www.nytimes.com/2007/12/23/weekinreview/23buzzwords.html
-----Original Message-----
From: Andrea Dixon
<[log in to unmask]>Sent: Jan 10, 2008 11:06 AM
To: [log in to unmask]
Subject: Re: [MUSEUM-L] Maternity Leave Policy Question
Hi Diane-
Here's what the Maryland Institute College of Art's Family and Medical Leave (FML) policy says:
Employees who have worked for the College for at least (12) months and at least 1,250 hours during the prior twelve (12) months may be elgible to take up to twelve (12) weeks of unpaid leave within a rolling twelve-month period for the following reasons:
- Birth and/or care of a newborn child of the employee
- Placement of a child into the employee's family by adoption or by foster care arrangement
- In order to care for the employee's spouse, partner, child or parent who has a serious health condition; and
- A serious health condition that renders the employee unable to perform one of the essential functions of the employee's position
The amount of leave available to an eligible employee at any given time will be calculated by looking backward at he amount of leave take within the twelve (12) month period immediately preceding the requested leave.
Accrued vacation or other available paid leave options such as sick leave must be applied before FML is unpaid.
If no paid time is available, FML is unpaid. In either situation, the twelve (12) week FML period will begin upon commencement of the approved leave.
In the case of unpaid leave for the birth or placement of a child, intermittent leave or working a reduced number of hours is not permitted unless both the College and the employee agree. If the College employs both spouses/partners, the combined leave will not exceed (12) weeks.
This is the basic information, there is more, I'd be happy to fax it to you.
Andrea
--
Andrea Dixon
Assistant Director of Exhibitions
Maryland Institute College of Art
1300 Mount Royal Avenue
Baltimore, MD 21217
(410) 225-2249
FAX: 410.225.2396
[log in to unmask]
On 1/10/08 9:37 AM, "Diane Hutsell" <[log in to unmask]> wrote:Good Morning!
I have been given the task of writing a maternity leave policy for myself as this is the first time in the museums history that the Director has had a child. Would anyone out there be willing to share a copy of their policy with me? Thanks!
I also want to say a big thank you for all the wonderful advice on new board member training. It was a HUGH help!
Diane
Diane Hutsell
Executive Director
McMinn County Living Heritage Museum
PO Box 889
Athens, TN 37303
423-745-0329
www.livingheritagemuseum.com <http://www.livingheritagemuseum.com>
[log in to unmask]
========================================================= Important Subscriber Information:
The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes).
If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes).
========================================================= Important Subscriber Information:The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes).
If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes).
=========================================================
Important Subscriber Information:
The
Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You
may obtain detailed information about the listserv commands by sending a one
line e-mail message to [log in to unmask] . The body of the message
should read "help" (without the quotes).
If
you decide to leave Museum-L, please send a one line e-mail message to
[log in to unmask] . The body of the message should read
"Signoff Museum-L" (without the quotes).
The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes).
If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). ========================================================= Important Subscriber Information:
The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes).
If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). ========================================================= Important Subscriber Information:
The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes).
If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes).