ABSTRACT
This chapter argues that, in the United States, the employment sector inefficiently restricts men's ability to share in caregiving duties and proposes a better approach to balance work productivity and a bias-free workplace. It focuses on the limitations experienced by caregiving men in the workplace, the adoption of a more equitable model of family leave would also benefit women, as they are greatly burdened by the stereotypes inhibiting men from participating in caretaking. The chapter considers an alternative approach to parental leave that better balances employment and gender equity concerns. It chapter compares the American trend regarding family leave in the workplace to the international treatment of this issue. The chapter examines three cases, T. E. Johnson vs. University of Iowa, Knussman vs. State of Maryland, Samuels vs. City of Baltimore, which illustrate the limitations faced by caregiving men in the workplace. It suggests that a more equitable model of family leave for the American employment sector.
