Relevant bibliographies by topics / Maternity benefit

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Reports

Academic literature on the topic 'Maternity benefit'

Author: Grafiati
Published: 4 June 2021
Last updated: 13 February 2022

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Journal articles on the topic "Maternity benefit"

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Singh, Suman. "The Maternity Benefit (Amendment) Bill, 2016: A Critical Analysis." Space and Culture, India 4, no. 2 (November 16, 2016): 22. http://dx.doi.org/10.20896/saci.v4i2.210.

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On 11 August 2016, amending the Maternity Benefit Act, 1961, the new bill, The Maternity Benefit (Amendment) Bill, 2016 was introduced and passed in the Rajya Sabha (or Council of States), the upper house of the Parliament of India. Central aim of this article is to critically review the amendments to the bill regarding geographies of maternity leave and its associated facilities.
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Iftikhar-ul-Awwal. "The Indian mines maternity benefit question, 1919-1947." Indian Economic & Social History Review 22, no. 3 (September 1985): 329–51. http://dx.doi.org/10.1177/001946468502200306.

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Akter, Salma. "The Maternity Leave and Cash Benefit Payment System for Readymade Garment (RMG) Sector of Bangladesh." ABC Research Alert 9, no. 1 (January 16, 2021): 09–14. http://dx.doi.org/10.18034/abcra.v9i1.504.

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Maternity leave means the period of paid absence from work. This type of leave is allowed to a mother before and after the birth of a child. Naturally, the term maternity benefit is applied in case of working women. Mostly, it is related to readymade garment (RDM). It indicates the payment made to a woman for giving birth of a child. The duration of maternity leave for female worker in RMG sector of Bangladesh is 4 months (16 weeks) according to Labor Act 2006. The purpose of this study is to show the application of RMG sector’s maternity leave and to assess the level of cash benefit payment for maternity leave. The main purpose of this study is to show the discrimination between two kinds of factories (foreign owned and local owned) about the proper application of rules and Act. The information collected from those who are experienced to take maternity leave and recently take the leave and also who are preparing for the leave. Frequency distribution has been used on the data extracted from female worker who have experience maternity leave and cash benefit payment. The result of this study is that there are two kinds of RMG sectors situations: one is called foreigner owned factory and another one is Bangali factory (local owner).Evidently, 60% get the cash payment with two terms before & after child born and 100% get the maternity leave. So, this paper will discuss about the differences of facilities, job security, cash payment, others opportunities for female in RMG sector.
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Kemp, Donna R. "Major Unions and Collectively Bargained Fringe Benefits." Public Personnel Management 18, no. 4 (December 1989): 505–10. http://dx.doi.org/10.1177/009102608901800409.

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Fringe benefits are a growing part of the compensation package. Unions and employee associations have played a significant role in the development of fringe benefits. A survey of major unions and employee associations indicates of the new fringe benefits dental coverage, vision coverage, employee assistance programs, maternity leave, and alternative work schedules are the most prevalent in current contracts. Sabbatical leaves are most prevalent as a new benefit in current negotiations, and child care, eldercare, and legal coverage are the most likely new fringes to be negotiated in the future. The standard benefit areas of health and pensions are presently the fringe benefit issues most involved in retrieval bargaining. They are also perceived as both currently and over the next ten years as the most important fringe benefit issues in collective bargaining.
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Faroque, Omar, Md Rafiqul Islam, Md Obaidur Rahman, and Md Mominul Islam. "Maternity Benefit Practices at NGOs in Bangladesh: Laws and Implementation." Beijing Law Review 04, no. 04 (2013): 168–73. http://dx.doi.org/10.4236/blr.2013.44021.

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Ho, Phi T., Brendan Carvalho, Eric C. Sun, Alex Macario, and Edward T. Riley. "Cost-benefit Analysis of Maintaining a Fully Stocked Malignant Hyperthermia Cart versus an Initial Dantrolene Treatment Dose for Maternity Units." Anesthesiology 129, no. 2 (August 1, 2018): 249–59. http://dx.doi.org/10.1097/aln.0000000000002231.

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Abstract What We Already Know about This Topic What This Article Tells Us That Is New Background The Malignant Hyperthermia Association of the United States recommends that dantrolene be available for administration within 10 min. One approach to dantrolene availability is a malignant hyperthermia cart, stocked with dantrolene, other drugs, and supplies. However, this may not be of cost benefit for maternity units, where triggering agents are rarely used. Methods The authors performed a cost-benefit analysis of maintaining a malignant hyperthermia cart versus a malignant hyperthermia cart readily available within the hospital versus an initial dantrolene dose of 250 mg, on every maternity unit in the United States. A decision-tree model was used to estimate the expected number of lives saved, and this benefit was compared against the expected costs of the policy. Results We found that maintaining a malignant hyperthermia cart in every maternity unit in the United States would reduce morbidity and mortality costs by $3,304,641 per year nationally but would cost $5,927,040 annually. Sensitivity analyses showed that our results were largely driven by the extremely low incidence of general anesthesia. If cesarean delivery rates in the United States remained at 32% of all births, the general anesthetic rate would have to be greater than 11% to achieve cost benefit. The only cost-effective strategy is to keep a 250-mg dose of dantrolene on the unit for starting therapy. Conclusions It is not of cost benefit to maintain a fully stocked malignant hyperthermia cart with a full supply of dantrolene within 10 min of maternity units. We recommend that hospitals institute alternative strategies (e.g., maintain a small supply of dantrolene on the maternity unit for starting treatment).
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Buckley, Sarah J. "Executive Summary of Hormonal Physiology of Childbearing: Evidence and Implications for Women, Babies, and Maternity Care." Journal of Perinatal Education 24, no. 3 (2015): 145–53. http://dx.doi.org/10.1891/1058-1243.24.3.145.

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ABSTRACTThis report synthesizes evidence about innate hormonally mediated physiologic processes in women and fetuses/newborns during childbearing, and possible impacts of common maternity care practices and interventions on these processes, focusing on four hormone systems that are consequential for childbearing. Core hormonal physiology principles reveal profound interconnections between mothers and babies, among hormone systems, and from pregnancy through to the postpartum and newborn periods. Overall, consistent and coherent evidence from physiologic understandings and human and animal studies finds that the innate hormonal physiology of childbearing has significant benefits for mothers and babies. Such hormonally-mediated benefits may extend into the future through optimization of breastfeeding and maternal-infant attachment. A growing body of research finds that common maternity care interventions may disturb hormonal processes, reduce their benefits, and create new challenges. Developmental and epigenetic effects are biologically plausible but poorly studied. The perspective of hormonal physiology adds new considerations for benefit-harm assessments in maternity care, and suggests new research priorities, including consistently measuring crucial hormonally mediated outcomes that are frequently overlooked. Current understanding suggests that safely avoiding unneeded maternity care interventions would be wise, as supported by the Precautionary Principle. Promoting, supporting, and protecting physiologic childbearing, as far as safely possible in each situation, is a low-technology health and wellness approach to the care of childbearing women and their fetuses/newborns that is applicable in almost all maternity care settings.
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Gurdek, Magdalena. "A FEW REMARKS ON LEGAL ASPECTS REGARDING THE SO-CALLED “MATERNITY PENSION”." Roczniki Administracji i Prawa 1, no. XX (March 30, 2020): 75–90. http://dx.doi.org/10.5604/01.3001.0014.1420.

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Contrary to the popular belief, the supplementary parental benefit called the “maternity pension” introduced by the Law of 31 January 2019 is not a retirement benefit in the literal sense, financed from the Social Insurance Fund. What is more, it is not a guaranteed benefit for those who raised four or more children, but a discretionary provision benefit financed from the state budget. Unfortunately, at first, a significant part of the society was impressed by the very idea of granting a “benefit” to people who instead of work brought up a large group of children, and did not go into the details of this program, which, as it turned out later, are crucial. This study aims to provide a detailed analysis of the provisions of the Law on supplementary parental benefit, so as to show in detail its true structure. In addition, it will also present the effects of the maternal law and indicate other solutions that could be introduced so that the assumption of honouring the effort put into the education of numerous offspring is fully implemented for all on equal terms.
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S, Lakshmi, and Rajkumar S. "Awareness regarding maternity benefit schemes among antenatal women in rural Tamil Nadu." International Journal of Clinical Obstetrics and Gynaecology 3, no. 5 (September 1, 2019): 220–23. http://dx.doi.org/10.33545/gynae.2019.v3.i5d.354.

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Rimes, Karina Abibi, Maria Inês Couto de Oliveira, and Cristiano Siqueira Boccolini. "Maternity leave and exclusive breastfeeding." Revista de Saúde Pública 53 (January 30, 2019): 10. http://dx.doi.org/10.11606/s1518-8787.2019053000244.

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OBJECTIVE: To analyze the association between maternity leave and exclusive breastfeeding and to estimate the prevalence of exclusive breastfeeding in children under six months of life. METHODS: Cross-sectional study, with mothers of children under six months of life, attended in primary health care units with Breast Milk Collection Services in the municipality of Rio de Janeiro, Brazil, in 2013 (n = 429). We analyzed characteristics concerning: maternal sociodemographic aspects, household, prenatal care, childbirth, maternal lifestyle, the child, health care, and infant feeding. Adjusted prevalence ratios (APR) were obtained by Poisson regression with robust variance according to hierarchical approach, and we kept in the final model variables that were associated (p ≤ 0.05) with exclusive breastfeeding (outcome). RESULTS: Among the interviewed mothers, 23.1% were on maternity leave and 17.2% were working. The prevalence of exclusive breastfeeding was 50.1%. The maternal work with maternity leave was associated with higher prevalence of the outcome (APR = 1.91; 95%CI 1.32–2.78), compared with mothers who worked without maternity leave. CONCLUSIONS: Maternity leave has contributed to the practice of exclusive breastfeeding for children under six months of life, which indicates the importance of this benefit in protecting exclusive breastfeeding for women inserted in the formal labor market.
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Dissertations / Theses on the topic "Maternity benefit"

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Altman, Arliss Marilyn. "The organizational implications of employment behavior following maternity leave." Thesis, University of British Columbia, 1989. http://hdl.handle.net/2429/28708.

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Although participation of Canadian women in the labour force has significantly increased in the past decade, and in turn the number of maternity leave claims, information is limited on actual employment behavior following maternity leave and the factors which influence this behavior. The purpose of this study was to examine the employment behavior following maternity leave for 313 women of varying occupations from a large metropolitan hospital in order to: isolate significant variables which influence this behavior, examine return rates and employment patterns for women who return to work, identify the major problems women experience upon their return to work, examine the experience of women with the current maternity leave legislation, obtain their opinions on whether flexible work policies encourage staff retention and finally, to develop a set of recommendations to assist organizations in achieving staff retention following maternity leave. Data respecting the positions of the women, their personal characteristics and their employment behavior following their leave were collected from personnel records. The dependent variables for the study were three distinct types of employment behavior: employees who terminated following their maternity leave, employees who terminated following their return to work and employees who remained employed at the hospital. There were nine independent variables which were tested as potential employment behavior influences namely level of education, age, organizational tenure, employment status, union/management affiliation, salary level, occupational level, number of previous maternity leaves and organizational division. The Chi Square test of Independence was run for six variables and the One Way Analysis of Variance for three variables. In-depth structured interviews were conducted with five women selected randomly from the sample in order to identify the major problems they encountered in returning to work as well as to obtain their opinions on the current maternity leave legislation. They were also questioned regarding the effectiveness of flexible work policies. Two of the variables tested were found to be significant employment behavior influences: type of union and organizational tenure. It was also found that the least flexible union had the highest termination rate. Although the majority of women returned to work and remained employed at the hospital, a high percentage transferred to part-time and casual employment. The interviews revealed that the major concerns women had were the need for more flexible work policies, an increase in part-time opportunities and child-care concerns including the need for on-site day care. All of the women interviewed felt that 18 weeks was an inadequate length of time for a maternity leave and some of the women wanted maternity benefits for their entire leave and not just 15 weeks. It was concluded from the results of the study that flexible work policies and organizational support systems encourage staff retention following maternity leave, it was recommended that in order for organizations to achieve staff retention following maternity leave that they must introduce flexible work policies and a specific staff retention plan.
Business, Sauder School of
Graduate
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Bahr, Adam. "The Industry and Occupation Incidence of State Mandated Maternity Benefits." DigitalCommons@USU, 2018. https://digitalcommons.usu.edu/etd/7159.

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Government mandates are often used to promote equality in the workplace, often imposing additional costs upon employers. Economic theory suggest that these additional costs will be shifted onto the employees through a reduction in wages. However, when wage shifting is not an option due to anti-discrimination laws, how will employers respond to the additional costs imposed? Gruber (1994) found that wage shifting occurs when the groups benefiting from a government mandate are easily identifiable to the employer, despite the existence of anti-discrimination laws. This study seeks to further the work of Gruber (1994) and examine wage shifting at an industry level. We look at industries that have a large percentage of workers who are benefited by a government mandate to see if the wage shifting in these industries was more significant. This study finds that, as the percentage of workforce receiving benefits increases, the amount of wage shifting grows.
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Villar, Vinuesa Rocío 1976. "Maternidad y trabajo remunerado : utlización de las prestaciones sociales durante el embarazo en una muestra de trabajadoras de un hospital de Barcelona (España)." Doctoral thesis, Universitat Pompeu Fabra, 2019. http://hdl.handle.net/10803/666230.

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Introducción: La protección social a las trabajadoras embarazadas comprende la incapacidad temporal por contingencia común (ITcc) y la prestación por riesgo durante el embarazo y/o la lactancia (PRE). Objetivos: 1) Examinar las ausencias del trabajo durante el embarazo, 2) Analizar la asociación entre la exposición a riesgos laborales y trayectorias según el tipo de prestación y 3) según trayectorias de ITcc por diagnósticos. Métodos: Cohorte retrospectiva de 428 trabajadoras embarazadas con seguimiento diario. Un análisis de secuencias identificó trayectorias laborales y modelos de regresión logística valoraron la asociación. Resultados: La mayoría trabajaron dos terceras partes del embarazo. Las trayectorias de ausencia fueron 1) empleo con ITcc, 2) empleo con PRE y 3) mayoría de empleo. Las trayectorias de ITcc fueron 1) ausencias por trastornos musculoesqueléticos, 2) ausencias por problemas relacionados con el embarazo y 3) pocas ausencias. Conclusiones: La PRE y la ITcc son prestaciones complementarias que protegen a la trabajadora embarazada.
Introduction: Social protection for pregnant workers includes sickness absence and pregnancy occupational risk benefit. Objectives: 1)To examine work absences during pregnancy, 2) To analyze the association between exposure to occupational risk factors and work pregnancy trajectories according to the type of benefit and 3) To analyze the association between exposure to occupational risk factors and absences according to SA trajectories. Methods: Retrospective cohort of 428 pregnant workers with daily follow-up. A sequence analysis identified working trajectories and logistic regression models assessed the association. Results: The majority worked two thirds of the pregnancy. Absences from work were: 1) employment and sickness absence, 2) employment and pregnancy occupational risk benefit and 3) majority of employment. Sickness absence trajectories were 1) absences due to musculoskeletal disorders, 2) absences due to problems related to pregnancy and 3) few absences. Conclusions: Pregnancy occupational risk benefit and sickness absence are complementary benefits that protect pregnant workers.
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Seiser, Heather. "EXAMINING EMPLOYEE USE OF FAMILY-FRIENDLY BENEFITS WITH THE THEORY OF PLANNED BEHAVIOR." Doctoral diss., University of Central Florida, 2006. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3105.

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The purpose of the present study was to investigate the factors that may be related to employees' decisions to use the family-friendly benefits (e.g., maternity/paternity leave, flexible work schedule) that are offered to them by their employers. Research has shown that both employees and organizations benefit when employees use family-friendly benefits. However, research has also shown that many employees do not take advantage of such benefits. Studies examining this issue are limited, and much of the research that has been conducted is anecdotal and atheoretical. The present study overcame this problem by empirically examining the use of family-friendly benefits within the theoretical context of Ajzen's (1991) theory of planned behavior. The results of this study support the theory of planned behavior. Specifically, the results indicated that whether an individual perceived he/she had control over the use of family-friendly benefits was the most predictive of whether he/she intended to use them. Whether the individual perceived that others would approve of these behaviors was also predictive of intention to perform the behaviors. In addition, an individual's intention to take leave or use a flexible work schedule was the most predictive of whether he or she actually engaged in the behaviors. Implications for practice as well as future research directions are also discussed.
Ph.D.
Department of Psychology
Sciences
Psychology
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Malkin, Jesse D. "The postpartum mandate estimated costs and benefits /." Santa Monica, CA : Rand, 1998. http://books.google.com/books?id=Uw_bAAAAMAAJ.

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Srivastava, Priyanka. "Creating a Healthy and ‘Decent’ Industrial Labor Force: Health, Sanitation, and Welfare in Colonial Bombay, 1896-1945." University of Cincinnati / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1342105685.

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Malta, Cristina Maria Figueiras da Costa. "Análise comparativa das políticas familiares no período 2000-2017 em seis países europeus." Master's thesis, Instituto Superior de Economia e Gestão, 2018. http://hdl.handle.net/10400.5/17439.

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Mestrado em Economia e Políticas Públicas
A presente dissertação consiste na análise comparativa das políticas sociais dirigidas a famílias com crianças, implementadas em seis Estados-membros da União Europeia, no período 2000-2017 e visa contribuir para a reflexão sobre a existência de uma tendência de convergência ou divergência entre tipologias de políticas familiares, no quadro dos Estados de Bem-Estar. A análise empírica centrou-se na regulamentação da proteção da maternidade, paternidade e parentalidade e nos subsídios atribuídos a famílias com crianças, em seis países representativos de diferentes clusters de políticas familiares. A caraterização do perfil das reformas realizadas - maior ou menor restrição no acesso, maior ou menor duração e generosidade bem como as implicações na articulação trabalho-família - permite concluir que as reformas traduziram uma convergência das políticas, mas que se mantêm as tipologias previamente existentes.
The present dissertation consists on a comparative analysis of the social policies aimed to families with children, carried out in six European Union Member States, during 2000-2017. The main goal is to provide a contribution about the existence of a trend of convergence or divergence between family-support policies typologies within the framework of welfare-states. The empirical analysis focused on the regulation of maternity, paternity and parenting protection and cash benefits granted to families with children in six countries that represents different clusters of family policies. The profile of the reforms carried out - greater or lesser restriction in access, duration and generosity, and their impact on work-life balance - allows us to conclude that the reforms reflected a convergence of policies, but the previously existing typologies subsist.
info:eu-repo/semantics/publishedVersion
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Kalivodová, Michaela. "Reforma nemocenského pojištění ve vybraných zemích EU." Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-4319.

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This thesis examines the reforms of Sickness Insurance that have been realized in chosen countries of European Union. I've focused myself on Belgium, Netherlands, United Kingdom and Finland and every single reform step that have been taken in between 2003 -- 2005 in these countries. I've investigated how the situation in each country was before the reform came true and explored the main reasons that I believe have led to these reforms. I've also stated which impacts these reforms were supposed to have and after that I've studied the real impacts and consequences that were brought by this change in each country. You can see these in multiple graphs followed by my explanation whether and why I think the reform step was succesful. Judging by the succes that was noted in examinated countries I've decided which path is best to follow as far as the reform in Sickness Insurance is concerned. Thanks to previous examination of reforms that differs from each another I was at the end able to recommned which steps should be taken in Czech Republic since some kind of Sickness Insurance reform is needed as well. I believe comparing foreign Sickness Insurance reforms and my suggestions can help to improve Sickness Insurance system in CR and lead to the solution of various problems Czech Republic hasn't coped with yet.
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Joseph, Sydney. "Paid Parental Leave in the United States: Reconciling Competing Demands." Scholarship @ Claremont, 2018. http://scholarship.claremont.edu/cmc_theses/1961.

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The United States is the only developed nation that fails to provide its citizens with paid parental leave. The lack of parental benefit provision operates to the detriment of individuals and society as a whole by contributing to inequity across gender, race, socioeconomic status, and sexual orientation. As the demographics of the American workforce have changed, public policy has not kept pace. Paid parental leave is associated a number of health, economic, and social benefits. However, the greatest barrier to legislating paid parental leave is the philosophical underpinnings of American politics, specifically the strong current of liberal individualism and absence of maternalism. This thesis examines the policy option space for paid parental leave in the United States and recommends a paid parental leave policy that is gender-neutral and has a combination of three months individual leave and three months of shared leave at 100 percent wage replacement.
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Tian, Tian. "DO IMMIGRANT NEW MOTHERS USE MATERNITY AND PARENTAL LEAVE BENEFIT DIFFERENTLY FROM NATIVE NEW MOTHERS? EVIDENCE FROM CANADA." 2013. http://hdl.handle.net/10222/42665.

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The main research question in this thesis is do immigrant new mothers use maternity and parental leave benefit differently from native new mothers. I use Employment Insurance Coverage Survey micro data from 2000 to 2009 and fixed effect models to investigate the different weeks taken by new mothers and the different amount of benefits received during the leave period between immigrant new mothers and native new mothers. The results in my thesis show that immigrant new mothers received lower amount of benefit during the leave than native new mothers. There are no significant differences by the duration of the leave have taken between immigrant and native new mothers. I also find that the higher education a new mother received before they were pregnant, the higher benefit amount they could receive.
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Books on the topic "Maternity benefit"

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Gruber, Jonathan. The efficiency of a group-specific mandated benefit: Evidence from health insurance benefits for maternity. Cambridge, Mass: National Bureau of Economic Research, 1992.

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Gruber, Jonathan. The efficiency of a group-specific mandated benefit: Evidence from health insurance benefits for maternity. Cambridge, Mass: Dept. of Economics, Massachusetts Institute of Technology, 1992.

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Congress, Trades Union. Better rights benefit all: Government review of maternity and parental rights : rebuttal of arguments against legal reform. London: Trades Union Congress, 2000.

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Great Britain. Department of Health and Social Security. A guide to maternity benefits: Statutory maternity pay and maternity allowance. London: HMSO, 1992.

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Commission, Canada Unemployment Insurance. Unemployment insurance, special benefits : sickness, maternity, parental =: Assurance-chômage, prestations spéciales : maladie, maternité, parentales. Ottawa, Ont: Human Resources Development Canada = Développement des ressources humaines Canada, 1995.

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Security, Great Britain Department of Health and Social. A guide to maternity benefits. London: HMSO, 1988.

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Shafi, P. Law of maternity benefits with commentary. Karachi: Bureau of Labour Publications, 2004.

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Trades Union Congress. Equal Rights Department. TUC guide to maternity rights & benefits. London: TUC, 1994.

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Canada. Employment and Immigration Canada (Commission). Unemployment Insurance. Unemployment insurance: Special benefits : maternity, parental, sickness. [Ottawa]: Supply and Services, 1991.

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Branch, Canada Treasury Board Personnel Policy. Maternity benefits in the Federal Public Service : employee's guide =: Maternité et avantages sociaux dans la Fonction publique fédérale : guide de l'employée. Ottawa, Ont: Treasury Board of Canada = Conseil du trésor du Canada, 1986.

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Book chapters on the topic "Maternity benefit"

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Heitlinger, Alena. "Maternity and Parental Leaves and Benefits Programmes." In Women’s Equality, Demography and Public Policies, 190–220. London: Palgrave Macmillan UK, 1993. http://dx.doi.org/10.1057/9780230374782_8.

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Zhang, Jing, Candice Thomas, Bobbie Dirr, Rissa Cone, and Christiane Spitzmueller. "Global Maternity Benefits and Their Impact on Maternal and Child Well-Being." In Research Perspectives on Work and the Transition to Motherhood, 149–69. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-41121-7_8.

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Gordon, Victoria, and Beth M. Rauhaus. "The Evolution and Devolution of Maternity Leave as an Employee Benefit." In Maternity Leave, 91–117. Routledge, 2019. http://dx.doi.org/10.4324/9780429298325-4.

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"The Evolution and Devolution of Maternity Leave as an Employee Benefit." In Maternity Leave, 85–110. CRC Press, 2013. http://dx.doi.org/10.1201/b14999-4.

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"‘I BOUGHT MY FIRST SAW WITH MY MATERNITY BENEFIT’." In Contested Countryside Cultures, 232–50. Routledge, 2005. http://dx.doi.org/10.4324/9780203974124-19.

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Abelha, António, Eliana Pereira, Andreia Brandão, Filipe Portela, Manuel Filipe Santos, José Machado, and Jorge Braga. "Improving Quality of Services in Maternity Care Triage System." In Healthcare Ethics and Training, 840–59. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2237-9.ch039.

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The main objectives in triage are to improve the quality of care and reduce the risks associated to the waiting time in emergency care. Thus, an efficient triage is a good way to avoid some future problems and how much quicker it is, more the patient can benefit. The most common triage system is the Manchester Triage System that is a reliable system focused in the emergency department of a hospital. However, its use is more suitable for more widespread medical emergencies and not for specialized cases, like Gynecological and Obstetrics emergencies. To overcome these limitations, an alternative pre-triage system, integrated into an intelligent decision support system, was developed in order to better characterize the patient and correctly defined her as urgent or not. This system allows the increase of patient's safety, especially women who need immediate care. This paper includes the workflow that describes the decision process in real time in the emergency department, when women are submitted to triage and identify points of evolution.
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"Maternity benefits." In Law for Social Workers, 364. Routledge-Cavendish, 1997. http://dx.doi.org/10.4324/9781843143895-103.

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Roth, Louise Marie. "Reproductive Regimes." In The Business of Birth, 214–32. NYU Press, 2021. http://dx.doi.org/10.18574/nyu/9781479812257.003.0009.

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This chapter argues that defensive medicine is not a significant problem in American obstetrics, despite strong myths about it. Maternity care providers intervene into labor and birth more than is optimal for maternal and infant health, but they do not do so primarily for legal reasons. An analysis of weekend births reveals that births are less likely to occur on the weekend in tort reform states. This suggests the opposite of defensive medicine: providers intervene more in the timing of births when they face less liability risk. Weekend births are also less likely in states with fetus-centered laws, so providers intervene more when women have fewer choices during pregnancy. This chapter then explores two cases as examples of a woman-centered and a fetus-centered regime: Oregon and Mississippi. From a policy perspective, laws that support women’s ability to make decisions for themselves and their fetuses encourage more evidence-based maternity care practices. Reproductive justice would also benefit from universal healthcare that covers all aspects of reproductive health.
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9

George, Victor. "Sickness and Maternity Benefits." In Social Security: Beveridge and After, 115–34. Routledge, 2018. http://dx.doi.org/10.4324/9780429470264-7.

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"SICKNESS AND MATERNITY BENEFITS." In Social Sec:Beveridge Ils 191, 129–33. Routledge, 2013. http://dx.doi.org/10.4324/9781315007717-18.

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Reports on the topic "Maternity benefit"

1

Gruber, Jonathan. The Efficiency of a Group-Specific Mandated Benefit: Evidence From Health Insurance Benefits for Maternity. Cambridge, MA: National Bureau of Economic Research, September 1992. http://dx.doi.org/10.3386/w4157.

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2

Raute, Anna. Can Financial Incentives Reduce the Baby Gap? Evidence from a Reform in Maternity Leave Benefits. Cambridge, MA: National Bureau of Economic Research, September 2017. http://dx.doi.org/10.3386/w23793.

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