Since women have entered the workforce, many gender conflicts have risen in the companies. In the research part of this paper we will try to establish how and why those conflicts originate and what can be done to solve them. As an example, we will look at the laws passed as a basis for resolving these issues. These laws are the Family Medical and Leave Act and the "Mommy Track". Also, we will explain the conflicts that arise due to managerial gender differences. In the second part of this paper we will evaluate our group process and explain how we succeeded with our tasks.
Part 1. Research.
The Family Medical & Leave Act.
When President Clinton signed the Family Medical & Leave Act in 1993, he created a brand new avenue for American workers to manage their work-life balance. Thus far, the act has helped thousands of families focus on spending time with their kids during the times in life when parents are needed most. New mothers now have the security of knowing that when they take a maternity leave, there will be a job waiting for them if they decide to return. The other major advantage is that it has allowed families with troubled children to play a more influential part in helping their children turn themselves around. .
Ever since the act took effect, numerous studies have taken place about its effectiveness. Employees and employers have also challenged it. State and local governments have taken the act and expanded upon it, making it ever more useful. This paper will examine some of these stories and discuss the possible ramifications of these events.
A study in March of this year, conducted by Children Defense Fund of Minnesota, showed that only 4% of Minnesota employers offer paid leave for new parents. The federal law requires twelve weeks of unpaid leave at companies with fifty or more employees. The Minnesota law required only six weeks of unpaid leave at companies with twenty or more employees.