Policy & Practice February 2018

leave promote health and well-being, mounting evidence also links it to employment stability and reduced dependence on public assistance. Women who take paid leave after a child’s birth report stronger labor force attachment and positive changes in wages in the year following a child’s birth, when compared to those who do not take any leave. When compared to women who return to work and take no leave at all following the birth of a child, women who return to work after paid leave have a 39 percent lower likelihood of receiving public assistance and a 40 percent lower likelihood of food stamp receipt in the year following the child’s birth. Likewise, men who return to work after paid leave have a significantly lower likelihood of receiving public assistance and food stamps in the year following the child’s birth, when compared to those who return to work and take no leave at all. 3 Paid sick days and paid family and medical leave benefit all working families, but especially the low- income working families we serve every day through the social safety net, who are less likely to have access to paid leave through their employers. As human services leaders, we can attest to the significant number of our customers who turn to the social safety net because they temporarily cannot work due to medical issues or caregiving responsibilities. The potential impact of family-friendly workplace policies like paid family and medical leave would have a beneficial impact on the human services system and on our customers by helping low-wage workers stay in the workforce. To learn more about this issue, and how human services leaders can lend our voices to the movement for family-friendly workplace policies and co-create solutions to one of the root causes of employment instability and economic hardship, I turned to Gayle Goldin, Family and Medical Leave Insurance (FMLI) Campaign Advisor for Family Values @Work (FV@W). KerryDesjardins: Gayle, can you briefly describe Family Values @Work and your organization’s work?

GayleGoldin: Family Values @ Work is a national network of 27 state and local coalitions helping spur the growing movement for family-friendly workplace policies such as paid sick days and family and medical leave insurance. Formed in 2003, Family Values @Work coalitions have led changes to paid sick days and family and medical leave insurance laws in municipalities and states across the country. Our coalitions represent a diverse, nonpartisan group of more than 2,000 grassroots organizations, ranging from restaurant owners to restaurant workers, faith leaders to public health professionals, think tanks to activists for children, seniors, and those with disabilities. GG: Currently 14 percent of U.S. workers have access to paid family leave and less than 40 percent have personal medical leave through an employer-provided disability program. According to a recent survey, nearly one in four pregnant women who are employed return to work within two weeks of giving birth largely because they cannot afford to go without pay. Yet, research shows investing in paid family leave is worth it. Access to paid family leave increases the likelihood of breast- feeding and regular checkups. It can also lead to shorter hospital stays, which improve health outcomes and decrease health costs. Studies show a decrease in infant mortality and low birthweights. Laws creating FMLI have passed in California; New Jersey; Rhode Island; New York; Washington, DC; and Washington State. California was the first state to pass paid family leave in 2002, and since then the momentum has been building. Now, more than a dozen states have introduced FMLI bills, and legislators in California, New Jersey, and Rhode Island have introduced bills to improve on their existing law. People who work in California, New Jersey, Rhode Island, and New York KD: What is the status of paid family and medical leave policy in our nation?

Paid Leave Intended Consequences

Breastfeeding STRENGTHENS

Vaccinations

Jobs/economic well-being

Families

Role of dads

Senior independence

Healing

Women’s workforce attachment

LOWERS

Maternal mortality

Infant mortality

Premature births

Inequality

Family instability

Get more info @ familyvaluesatwork.org/facts

See Paid Leave on page 32

19

February 2018 Policy&Practice