Comparison of pay and benefits between europe and usa

Definition[ edit ] Social mobility is defined as the movement of individuals, families, households, or other categories of people within or between layers or tiers in an open system of social stratification.

Comparison of pay and benefits between europe and usa

Capabilities approach[ edit ] Jeremiah Carter and Martha Nussbaum have developed a political model known as the Capabilities approachwhere basic freedoms and opportunities are included in economic assessments of a country's well-being, in addition to GDP.

In Nussbaum 's model, states should provide the resources and freedoms to ensure people have the opportunity to achieve a minimum threshold of each central capability.

Comparison of pay and benefits between europe and usa

Universal, paid parental leave is an example resource states can provide so people have the option of starting a family while also working; for instance, under capacity 10 control of one's environmentthe state has a responsibility to ensure all people have "the Comparison of pay and benefits between europe and usa to seek employment on an equal basis with others.

It is thus argued that paid parental leave, in contrast to unpaid parental leave, is harmful to children's welfare because in countries with an aging workforce or countries with Sub-replacement fertilitychildren are born not because the parents want the child and can meet the child's needs but because children are expected to support their parents.

Some see children as responsible for supporting all those in older generations in the society not just the child's specific parents ; their earnings are expected not to be saved for the children's own old age, but to be spent on the earlier generations' demand for social security and pensions for which there was inadequate savings.

While gender discrimination is illegal, without some kind of remedy, the neoclassical model would predict "statistical discrimination" against hiring women of child-bearing years.


The study found that while in the "family-friendly" sector, there was basically no wage loss related to taking parental leave, women did have consistent earnings loss in the "non-family-friendly" private sector for a 1-year leave.

Concerns about private funding include the statistical discrimination described above as well as the costs to smaller businesses. The process enables fathers to rationalize their parenting style and align this with what characterizes good care. Some, however, consider that the allegedly positive effects of male parental leave are not supported by research, and warn that it might have negative effects.

Norwegian psychology professor Leif Edward Ottesen Kennair believes the father's quota is indefensible from a psychological point of view, and argues that "we must at the very least ask ourselves what the consequences will be when we make a childhood environment that differs from what our species has evolved into.

Whereas middle class fathers consider themselves as suitable alternative to the mother having the same competencies, working class men see themselves more as supporters during their leave.

In consequence middle class fathers mostly use their leave right after the mother returns to work, meanwhile working class fathers do their leave during the mother's leave. Leave legislation can also impact fertility rates. Some studies show that if a parent is gone for more than a year after the birth of a child, it decreases the possibility that he or she will return.

As a result, some studies show that the FMLA has had a limited impact on how much leave new parents take. Although this legislation thus appears to have minimal effect on women choosing to take leave, it does appear to increase the time women take in leave.

The main potential drawback of mandated leave is its potential to disrupt productive activities by raising rates of employee absenteeism. With mandated leave for a certain period of time and facing prolonged absence of the mothers in the workplace, firms will be faced with two options: Alternatively, these policies could be positive for employers who previously did not offer leave because they were worried about attracting employees who were disproportionately likely to use maternity leave.

Thus, there is potential for these policies to correct market failures. In countries with a high demand for labor, including many present-day countries with aging populations, a smaller labor supply is unfavorable. Policies guaranteeing paid-leave are considered by some to be dramatically more effective than unpaid-leave policies.

Longer gaps are associated with reduced lifetime earnings and lower pension disbursements as well as worsened career prospects and reduced earnings.

Due to these drawbacks, some countries, notably Norway, have expanded family policy initiatives to increase the father's quota and expand childcare in an effort to work towards greater gender equality. Among the earliest countries to actively push for increased usage of paternity leave are the Nordic welfare states, starting with Sweden making paternal leave gender neutral in and soon followed by Iceland, Denmark, Norway and Finland.

These countries lack a unified concept of paternity leave, each imposing different conditions, ratios and timescales, but are regarded as among the most generous in the world. Partly in an initiative to combat the " Motherhood penalty ," Norway in initiated a policy change to incentivize paternal leavethe so-called " father's quota ", and Sweden followed suit in This means a certain number of parental leave-days can only be used by the father, and are otherwise lost.

In countries in which leave entitlements include a father's quota there has been a pronounced impact, with the quota being credited for increasing paternal involvement and challenging gender roles within the family, promoting a more equal division of labor.

How U.S. Employee Benefits Compare To Europe's

But it can be understood to have an effect on division of household labor by gender when both parents can take time to care for a new baby.

If substitute goods, mothers are able to return to work sooner as fathers take some of the childcare responsibility. As for the latter, longer leave for fathers can motivate mothers to also stay home. Length of leave[ edit ] Family policy during World War II when women were recruited into the workplace.

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Before the reform, women had a mandatory two-month parental leave, and could take up to three years unpaid parental leave with their job guaranteed, though most women only took the two months. The authors found positive effects on employment: The authors point to similar results of full-time, short paid parental leave observed in Canada in by Baker and Milligan, [38] and in Germany in by Kluve and Tamm.

Rasmussen conducted analyzed a similar natural experiment in Denmark with a policy change in where parental leave increased from 14 to 20 weeks.

There was no difference on children's long-term educational outcomes before and after the policy change.

Paid leave, particularly when available prior to childbirth, had a significant effect on birth weight. The frequency of low birth rate decreases under these policies which likely contributes to the decrease in infant mortality rates as low birth weight is strongly correlated with infant death.

However, careful analysis reveals that increased birth weight is not the sole reason for the decreased mortality rate. The effects of mother's employment appeared to be the most detrimental when employment started between the sixth and ninth month of life.

Negative impacts in terms of school-readiness were most pronounced when the mother worked at least 30 hours per week. These findings were complicated by many factors, including race, poverty, and how sensitive the mother was considered.🔥Citing and more!

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shows a sharp divide between American workplace benefits and those offered in 14 European countries. "In the U.S., workplace benefits like unemployment, maternity/paternity leave, and paid time off are part of the total compensation pie negotiated between employer and employee," said Glassdoor’s chief economist Andrew Chamberlain in a statement.

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In Europe, some countries, including Italy, Portugal and Spain, mandate additional salary payments. In Italy, for example, nearly all companies provide a month salary to all employees while other companies provide a month salary. If you're planning to go to the USA, compare your travel money options in this guide and find out which is the most suitable companion for your next trip.

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