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References in periodicals archive ?
While one Swedish government study indicated that larger workplaces were more likely to be supportive of fathers' taking leave (SOU, 2005), the study by Bygren and Duvander (2006) of couples in Stockholm found that fathers were more likely to take leave in smaller workplaces.
In support of this view, the European Foundation study of companies found fathers were more likely to take leave in companies when fathers outnumbered mothers (Anxo et al., 2007).
We measured the extent of formal policies and programs by asking personnel officers if their companies had any of the following six supports in place: a formal decision to support fathers taking leave, recordkeeping on fathers taking leave, formal programs to encourage blue-collar and white-collar fathers to take leave (asking about each separately), a group or person designated to encourage fathers to take leave, and whether any man in top management had taken parental leave.
This question was asked somewhat differently in the two surveys, reflecting changes in fathers' rights to take leave, but we believe the data from the two years to be comparable.
Other dramatic differences were found in terms of companies' offering of formal programs to encourage fathers to take leave, which by 2006 was true for almost half the companies (48%).
The aspect of formal support that companies were the least likely to report was a person/group designated to encourage fathers to take leave. Only two percent of companies reported this in 1993, while only seven percent reported this in 2006.
We looked to see if there was perhaps a curvilinear relationship of company support with business climate variables by 2006, where some companies might see it as a good idea to encourage fathers to take leave as a way to reduce costs or boost productivity, while others did the opposite, but there was none.
In both years, the employee's own health was the most commonly mentioned reason for taking leave; however, employees who took leave in 2000 were less likely to do so for their own health than were employees in 1995 and more likely to take leave for other reasons, such as maternity or disability, care for an ill spouse, or care for an ill parent.
The FMLA also permits a covered employee to take leave to provide self-care, when the employee is unable to perform the functions of the job.
(3) Parents who are both employees of this department and who are eligible to take leave are entitled to take a combined 12 weeks of leave for child care purposes under this paragraph.