ABSTRACT
This conclusion presents some closing thoughts on the concepts discussed in this book. The book claimed that they could manage their family responsibilities, personal health, and other life commitments through virtual work, vacation time, quitting, and so on. Workman's compensation was frequently referenced as one way to use the Family and Medical Leave Act (FMLA), but the men in these groups did not believe they could take leaves of absence for family. A multitude of campaigns suggest that men's presence as fathers in the home might produce better adjusted children, decrease stress for mothers, and contribute to less crime. As organizations, employees, and families continue to grapple with increased demands at work and at home, fleshing out the ways in which leaves of absence policies and other work-life policies are enacted in everyday life is important. Like other forms of gendered organizational discrimination, the glass handcuffs present particular problems that must be resolved before workplace equity is possible.
