Dual-Career Couples: The Employment of Case Study

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One of these benefits is the provision of day-care assistance programs as well as child care referral services to the employees. As a result of the provision of this benefit, the policy ensures that parents continue working and increases its productivity. An example of such benefits that are not related to gender is offering child care leave to both spouses to ensure that both men and women employees participate in child care in their respective homes.

The other benefit without regard to gender is the provision of job sharing programs that permits two employees especially couples to share a job on a part-time basis. As part of the policy, the job-sharing program enables dual-career couples to proceed with their careers while taking care of their children.

Analysis:

A commitment to hiring dual-career couples enables the organization to reduce chances of losing competent employees especially when one spouse is transferred or get a new job in a different city or town. By hiring the dual-career couples, the organization will avoid experiencing a spouse's unpredictable employment issues. One of the major ways that many institutions have dealt with the issue of dual-career couples is discouraging the hiring of such individuals (Kantor, 1999). However, this strategy is an apparent discrimination against married couples and violation of the country's laws and regulations.

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Hiring such employees is critical for the organization since women are no longer house wives like in the past and are becoming professionals in various fields.

Secondly, by treating spouses as individual employees in the workplace, the organization reduces chances of receiving complaints from other employees concerning special treatment for couples especially if they are unqualified. Additionally, this policy enables the employee to only retain employees based on their performance rather than hiring an incompetent spouse in order to retain the other qualified partner.

Thirdly, the advantage of providing benefits without consideration of gender includes avoiding the organization from being regarded as a gender-biased institution. By providing child care assistance programs, the organization ensure that neither of the spouses have the exclusive burden of child care nor jeopardizing their performance at work. On the other hand, the provision of this benefit enables the organization will reduce the occurrence of personal phone calls that are related to child care. The job sharing program is valuable to the organization since its results in reduction of absenteeism, turnover, increases employee morale and lessens objectives on affirmative action......

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