1. Any dads out there who quickly realized how little paternity leave hospitals actually give us?
In my situation I'm talking about residency allotment (and I assume employed attending deal with this too). At my institution its 3 weeks for dad and 6 weeks for mom. How little this amount of time cannot be understated. What is surprising is that hospitals (particularly academic centers) employ in my opinion disproportionately higher % of younger workers particularly women. Yet they refuse to provide adequate benefits for them.
2. Although we spent 8 years in school and 12+years training and certainly are highly trained professionals we as residents (and I would say employed attending too) have parental benefits far inferior to our friends working for tech companies (after 4 years of undergrad).
3. We know its not in best interest for child to go to daycare too early, yet we put up with these policies.
4. Then there is issue of sitting for boards, because taking parental time may make one "off-cycle".
5. What gets me is our HR calls paternity leave for dad "time for bonding" (anyone think this is completely out of touch with reality?) Bonding? How about calling it "much needed infant care for benefit of child well-being). Although we get total 12 weeks of FMLA, after 3 weeks of paternity leave we have to use vacation weeks prior to being allowed to take sick hours since paternity leave is "bonding time" and not "sick time".
6. This discussion doesn't even touch issues that female physicians face when they are looking for work early in their careers.
--how hospitals don't pay maternity leave unless you have 1 year employment (to be FMLA eligible). I mean a physician is an investment, that brings in some cases millions to the hospital, yet they don't give maternity leave?
7. In my opinion the reason tech companies have such appropriate benefits is that they are much more progressive than hospitals (who I see being run by men in their 50s+ who have grown up with idea that wife stays at home given their high earnings).
8. Millennial residents and now attendings are different. Millennial dads wish to take care of their kids, wish for their wives to have careers as well and be more or less on equal footing. We wish to have fair parental benefits for both mom and dad.
The millennial physician generation is also unique in terms of % of physician couples (this I think is somewhat reflected by idea of assortative mating). Just look at 2016 couples match 1987: 346 couples 2016: 1046 couples
http://www.nrmp.org/wp-content/uploads/2016/04/Main-Match-Results-and-Data-2016.pdf
http://www.nytimes.com/2016/02/23/upshot/rise-in-marriages-of-equals-and-in-division-by-class.html
*bellow is paid # of weeks
Netflix: 52 weeks for both (1 year)
Adobe: 26weeks for moms; 16 weeks for dads
Amazon: 20weeks for moms; 6 weeks for dads
Apple: 18 weeks moms, 6 weeks dads
Change.org: 16 weeks for both
Facebook: 16weeks for both
Google: 18weeks mom, 12 weeks dad
Microsoft: 20 weeks moms, 12 weeks dad
Twitter: 20 weeks moms, 10 weeks dad
http://time.com/money/4098469/paid-parental-leave-google-amazon-apple-facebook/
https://www.entrepreneur.com/slideshow/249467
In my situation I'm talking about residency allotment (and I assume employed attending deal with this too). At my institution its 3 weeks for dad and 6 weeks for mom. How little this amount of time cannot be understated. What is surprising is that hospitals (particularly academic centers) employ in my opinion disproportionately higher % of younger workers particularly women. Yet they refuse to provide adequate benefits for them.
2. Although we spent 8 years in school and 12+years training and certainly are highly trained professionals we as residents (and I would say employed attending too) have parental benefits far inferior to our friends working for tech companies (after 4 years of undergrad).
3. We know its not in best interest for child to go to daycare too early, yet we put up with these policies.
4. Then there is issue of sitting for boards, because taking parental time may make one "off-cycle".
5. What gets me is our HR calls paternity leave for dad "time for bonding" (anyone think this is completely out of touch with reality?) Bonding? How about calling it "much needed infant care for benefit of child well-being). Although we get total 12 weeks of FMLA, after 3 weeks of paternity leave we have to use vacation weeks prior to being allowed to take sick hours since paternity leave is "bonding time" and not "sick time".
6. This discussion doesn't even touch issues that female physicians face when they are looking for work early in their careers.
--how hospitals don't pay maternity leave unless you have 1 year employment (to be FMLA eligible). I mean a physician is an investment, that brings in some cases millions to the hospital, yet they don't give maternity leave?
7. In my opinion the reason tech companies have such appropriate benefits is that they are much more progressive than hospitals (who I see being run by men in their 50s+ who have grown up with idea that wife stays at home given their high earnings).
8. Millennial residents and now attendings are different. Millennial dads wish to take care of their kids, wish for their wives to have careers as well and be more or less on equal footing. We wish to have fair parental benefits for both mom and dad.
The millennial physician generation is also unique in terms of % of physician couples (this I think is somewhat reflected by idea of assortative mating). Just look at 2016 couples match 1987: 346 couples 2016: 1046 couples
http://www.nrmp.org/wp-content/uploads/2016/04/Main-Match-Results-and-Data-2016.pdf
http://www.nytimes.com/2016/02/23/upshot/rise-in-marriages-of-equals-and-in-division-by-class.html
*bellow is paid # of weeks
Netflix: 52 weeks for both (1 year)
Adobe: 26weeks for moms; 16 weeks for dads
Amazon: 20weeks for moms; 6 weeks for dads
Apple: 18 weeks moms, 6 weeks dads
Change.org: 16 weeks for both
Facebook: 16weeks for both
Google: 18weeks mom, 12 weeks dad
Microsoft: 20 weeks moms, 12 weeks dad
Twitter: 20 weeks moms, 10 weeks dad
http://time.com/money/4098469/paid-parental-leave-google-amazon-apple-facebook/
https://www.entrepreneur.com/slideshow/249467
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