Becoming a parent is one more aspect of life poisoned by economic inequality in the United States, with people who are paid more than $75,000 a year twice as likely to get paid leave as people who are paid less than $30,000. And even companies that have touted their parental leave programs leave many of their workers out, giving paid leave to their salaried staff at corporate headquarters but not to the workers standing behind the cash registers or making the cappuccinos or fried chicken. A new report from Paid Leave for the United States highlights the inequality within major U.S. companies:
- Starbucks has one of the most unequal policies—they provide 18 weeks of fully-paid leave for new mothers and 12 weeks fully paid for new fathers in corporate headquarters, but only six weeks for birth moms who are in-store employees (like baristas) and nothing for dads or adoptive parents in this employment category. Starbucks employs ~5,000 people in its corporate headquarters and ~150,000 in stores; meaning their highly-touted policy affects about 3% of their total U.S. workforce.
- The nation’s largest private employer, Walmart, provides twelve weeks of paid leave for birth mothers who are corporate employees—but only 6-8 weeks at partial pay for birth moms who are among the 1.2 million hourly employees in their stores – if they work full time.
- Yum! Brands offers 18 weeks paid parental leave to birth mothers, and 6 weeks to dads and adoptive parents who work in the corporate office only. Field employees, who work for franchises such as KFC and Pizza Hut, receive no paid family leave.
A few companies do have equal leave policies for their corporate and frontline workers: Ikea, Levi’s, Nordstrom, Nike (though it leaves out part-time employees), Bank of America, Wells Fargo, JPMorgan Chase, Hilton, and Apple.
Just six percent of low-wage workers have any paid leave at all, which is why a quarter of new mothers are back on the job within 10 days. That means that not only are new mothers leaving their newborn babies, they’re working before they are physically recovered from childbirth.
“I had no paid leave and had to go back to work at Walmart two weeks after childbirth. I took Zyon to his first 2-week doctor’s check-up and found out that he needed to go back to the hospital urgently. They took him away in an ambulance – I was terrified for him, and that I might be risking my job at Walmart by coming in late that day. I called my manager to let them know I had to go with my baby to the children’s hospital, but it didn’t matter – my store manager penalized me for missing work.”
This decision should not be left to individual companies. The baby of the worker behind the cash register deserves parents at home with her just as much as the baby of the worker behind the computer. Workers shouldn’t have to hope that they’re working at Ikea rather than Starbucks when they have a baby. Paid family leave should be the law of the United States as it is the law of most countries.
This blog originally appeared on DailyKos.com on May 18, 2017. Reprinted with permission.
About the Author: Laura Clawson has been a Daily Kos contributing editor since December 2006 and labor editor since 2011.