{"id":967,"date":"2007-08-01T17:34:59","date_gmt":"2007-08-01T22:34:59","guid":{"rendered":"http:\/\/www.danielharper.org\/blog\/?p=967"},"modified":"2007-11-17T22:06:39","modified_gmt":"2007-11-18T03:06:39","slug":"family-values-in-the-workplace","status":"publish","type":"post","link":"https:\/\/www.danielharper.org\/blog\/?p=967","title":{"rendered":"Family values in the workplace"},"content":{"rendered":"

Last Sunday’s issue of the New York Times Magazine<\/em> contains an article by Eyal Press which explores the emerging legal issue of how and when an employer can fire an employee for taking family leave, either for the employee’s health concerns or because the employee is acting as a caregiver for a family member.<\/p>\n

The 1993 Family and Medical Leave Act supposedly guarantees unpaid leave to employees with such serious health problems. But the law doesn’t cover employers with fewer than 50 people (which includes most churches), and it doesn’t cover caregivers.<\/p>\n

On the other hand, an increasing number of former employees have successfully sued their employers after being terminated during unpaid medical leave. One scholar, Joan C. Williams, a professor at Hastings College of the Law in San Francisco, argues in her book Unbending Gender<\/em> that offering unpaid leave is a feminist issue. The article by Press summarizes her argument:<\/p>\n

Williams argued that the growing tension between work and family was not simply a product of economic necessity. It stemmed, rather, from a marketplace structured around an increasingly outdated masculine norm: the “ideal worker” who can work full time for an entire career while enjoying “immunity from family work.” At a time when both adults in most families had come to participate in the labor force, Williams argued that this standard was unrealistic, especially for women, who remained the primary caregivers in most households.<\/p><\/blockquote>\n

I would argue that most Unitarian Universalist congregations structure their ministry positions around this “increasingly outdated masculine norm” of the worker who can “work full time… while enjoying ‘immunity from family work’.” On a practical level, many (most?) congregations expect their ministers to work fifty to sixty hours a week (while being paid for forty hours), presumably under the unspoken assumption that if the minister has children, there will be another spouse to take care of them. On the legal level, often this outdated masculine norm is implicit in the contracts signed by ministers. By contrast, Directors of Religious Education often find themselves with flexible jobs that allow lots of freedom for caring for children — not surprising, since religious education is still seen as “women’s work.”<\/p>\n

It would be an interesting exercise to examine one’s own congregation for this outdated masculine norm. What if the sexton needs family leave — will it be available? Are flextime and flexi-place available to every employee whenever possible? What sort of norms do employee contracts embody? Do all employees have access to unpaid medical leave? In a denomination where the feminist revolution still isn’t finished, I suspect this is now one of our most important feminist battlefields.<\/p>\n","protected":false},"excerpt":{"rendered":"

Last Sunday’s issue of the New York Times Magazine contains an article by Eyal Press which explores the emerging legal issue of how and when an employer can fire an employee for taking family leave, either for the employee’s health concerns or because the employee is acting as a caregiver for a family member. The […]<\/p>\n","protected":false},"author":6,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[13,48],"tags":[],"class_list":["post-967","post","type-post","status-publish","format-standard","hentry","category-church-administration","category-justice-peace"],"_links":{"self":[{"href":"https:\/\/www.danielharper.org\/blog\/index.php?rest_route=\/wp\/v2\/posts\/967","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.danielharper.org\/blog\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.danielharper.org\/blog\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.danielharper.org\/blog\/index.php?rest_route=\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/www.danielharper.org\/blog\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=967"}],"version-history":[{"count":0,"href":"https:\/\/www.danielharper.org\/blog\/index.php?rest_route=\/wp\/v2\/posts\/967\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.danielharper.org\/blog\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=967"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.danielharper.org\/blog\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=967"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.danielharper.org\/blog\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=967"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}