Deprecated (16384): The ArrayAccess methods will be removed in 4.0.0.Use getParam(), getData() and getQuery() instead. - /home/brlfuser/public_html/src/Controller/ArtileDetailController.php, line: 73
 You can disable deprecation warnings by setting `Error.errorLevel` to `E_ALL & ~E_USER_DEPRECATED` in your config/app.php. [CORE/src/Core/functions.php, line 311]
Code Context


        trigger_error($message, E_USER_DEPRECATED);

    }
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 You can disable deprecation warnings by setting `Error.errorLevel` to `E_ALL & ~E_USER_DEPRECATED` in your config/app.php.'
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deprecationWarning - CORE/src/Core/functions.php, line 311
Cake\Http\ServerRequest::offsetGet() - CORE/src/Http/ServerRequest.php, line 2421
App\Controller\ArtileDetailController::printArticle() - APP/Controller/ArtileDetailController.php, line 73
Cake\Controller\Controller::invokeAction() - CORE/src/Controller/Controller.php, line 610
Cake\Http\ActionDispatcher::_invoke() - CORE/src/Http/ActionDispatcher.php, line 120
Cake\Http\ActionDispatcher::dispatch() - CORE/src/Http/ActionDispatcher.php, line 94
Cake\Http\BaseApplication::__invoke() - CORE/src/Http/BaseApplication.php, line 235
Cake\Http\Runner::__invoke() - CORE/src/Http/Runner.php, line 65
Cake\Routing\Middleware\RoutingMiddleware::__invoke() - CORE/src/Routing/Middleware/RoutingMiddleware.php, line 162
Cake\Http\Runner::__invoke() - CORE/src/Http/Runner.php, line 65
Cake\Routing\Middleware\AssetMiddleware::__invoke() - CORE/src/Routing/Middleware/AssetMiddleware.php, line 88
Cake\Http\Runner::__invoke() - CORE/src/Http/Runner.php, line 65
Cake\Error\Middleware\ErrorHandlerMiddleware::__invoke() - CORE/src/Error/Middleware/ErrorHandlerMiddleware.php, line 96
Cake\Http\Runner::__invoke() - CORE/src/Http/Runner.php, line 65
Cake\Http\Runner::run() - CORE/src/Http/Runner.php, line 51
Cake\Http\Server::run() - CORE/src/Http/Server.php, line 98

Deprecated (16384): The ArrayAccess methods will be removed in 4.0.0.Use getParam(), getData() and getQuery() instead. - /home/brlfuser/public_html/src/Controller/ArtileDetailController.php, line: 74
 You can disable deprecation warnings by setting `Error.errorLevel` to `E_ALL & ~E_USER_DEPRECATED` in your config/app.php. [CORE/src/Core/functions.php, line 311]
Code Context


        trigger_error($message, E_USER_DEPRECATED);

    }
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 You can disable deprecation warnings by setting `Error.errorLevel` to `E_ALL & ~E_USER_DEPRECATED` in your config/app.php.'
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deprecationWarning - CORE/src/Core/functions.php, line 311
Cake\Http\ServerRequest::offsetGet() - CORE/src/Http/ServerRequest.php, line 2421
App\Controller\ArtileDetailController::printArticle() - APP/Controller/ArtileDetailController.php, line 74
Cake\Controller\Controller::invokeAction() - CORE/src/Controller/Controller.php, line 610
Cake\Http\ActionDispatcher::_invoke() - CORE/src/Http/ActionDispatcher.php, line 120
Cake\Http\ActionDispatcher::dispatch() - CORE/src/Http/ActionDispatcher.php, line 94
Cake\Http\BaseApplication::__invoke() - CORE/src/Http/BaseApplication.php, line 235
Cake\Http\Runner::__invoke() - CORE/src/Http/Runner.php, line 65
Cake\Routing\Middleware\RoutingMiddleware::__invoke() - CORE/src/Routing/Middleware/RoutingMiddleware.php, line 162
Cake\Http\Runner::__invoke() - CORE/src/Http/Runner.php, line 65
Cake\Routing\Middleware\AssetMiddleware::__invoke() - CORE/src/Routing/Middleware/AssetMiddleware.php, line 88
Cake\Http\Runner::__invoke() - CORE/src/Http/Runner.php, line 65
Cake\Error\Middleware\ErrorHandlerMiddleware::__invoke() - CORE/src/Error/Middleware/ErrorHandlerMiddleware.php, line 96
Cake\Http\Runner::__invoke() - CORE/src/Http/Runner.php, line 65
Cake\Http\Runner::run() - CORE/src/Http/Runner.php, line 51
Cake\Http\Server::run() - CORE/src/Http/Server.php, line 98

Warning (512): Unable to emit headers. Headers sent in file=/home/brlfuser/public_html/vendor/cakephp/cakephp/src/Error/Debugger.php line=853 [CORE/src/Http/ResponseEmitter.php, line 48]
Code Context
            if (Configure::read('debug')) {

                trigger_error($message, E_USER_WARNING);

            } else {
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</span></span></code>
<span class="code-highlight"><code><span style="color: #000000">&nbsp;&nbsp;&nbsp;&nbsp;&lt;link&nbsp;rel="canonical"&nbsp;href="<span style="color: #0000BB">&lt;?php&nbsp;</span><span style="color: #007700">echo&nbsp;</span><span style="color: #0000BB">Configure</span><span style="color: #007700">::</span><span style="color: #0000BB">read</span><span style="color: #007700">(</span><span style="color: #DD0000">'SITE_URL'</span><span style="color: #007700">);&nbsp;</span><span style="color: #0000BB">?&gt;&lt;?php&nbsp;</span><span style="color: #007700">echo&nbsp;</span><span style="color: #0000BB">$urlPrefix</span><span style="color: #007700">;</span><span style="color: #0000BB">?&gt;&lt;?php&nbsp;</span><span style="color: #007700">echo&nbsp;</span><span style="color: #0000BB">$article_current</span><span style="color: #007700">-&gt;</span><span style="color: #0000BB">category</span><span style="color: #007700">-&gt;</span><span style="color: #0000BB">slug</span><span style="color: #007700">;&nbsp;</span><span style="color: #0000BB">?&gt;</span>/<span style="color: #0000BB">&lt;?php&nbsp;</span><span style="color: #007700">echo&nbsp;</span><span style="color: #0000BB">$article_current</span><span style="color: #007700">-&gt;</span><span style="color: #0000BB">seo_url</span><span style="color: #007700">;&nbsp;</span><span style="color: #0000BB">?&gt;</span>.html"/&gt;
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-The Hindu Business Line&lt;br /&gt;
&lt;br /&gt;
&lt;em&gt;The effectiveness of the revised Maternity Benefit Act depends on its proper implementation&lt;br /&gt;
&lt;/em&gt;&lt;br /&gt;
India now lags only Canada and Norway in the level of maternity benefits such as paid time off work extended to women. India&amp;rsquo;s statutory maternity leave is now the third best in the world and is certainly something to be proud of. However, the law is no assurance that the situation of working women will improve . For that to happen, the amended Maternity Benefit Act, 1961, needs to be implemented in letter and spirit. Measures such as allowing working women up to 26 weeks of maternity leave, ensuring employers provide cr&amp;egrave;che facilities and allowing a woman to work from home will help new mothers remain productive workers, even if they do not have a full-time support system to help raise the child. Keeping women in the workforce is beneficial for employers and for women. Improved retention of women will narrow the skills gap in many sectors and lower costs of training. It will also be a substantive contribution to women&amp;rsquo;s empowerment, as financial independence &amp;mdash; or at least being financially productive &amp;mdash; contributes greatly to strengthening women&amp;rsquo;s voices in decision making.&lt;br /&gt;
&lt;br /&gt;
That said, this amendment will only benefit women in the organised sector &amp;mdash; employed either by the government and its departments or by the corporate sector. They constitute just about 12.1 per cent of all employed women. The rest are in the informal sector &amp;mdash; such as shops, small service providers and cottage industries, in households as domestic helps or as daily wage earners, in sectors such as agriculture and construction. This amendment does not address the need to provide such working women with some sort of safety net when they are nursing a new born. Most of them anyway do not earn even the notified minimum income, and that makes them more financially vulnerable. Given their precarious financial positions, many return to work sooner than they should, endangering their own and the infant&amp;rsquo;s health. Governments &amp;mdash; States and the Centre &amp;mdash; need to address the concerns of this large population of women.&lt;br /&gt;
&lt;br /&gt;
Please &lt;a href=&quot;http://www.thehindubusinessline.com/opinion/editorial/indias-revised-maternity-benefit-act-needs-more/article9579748.ece?homepage=true&quot;&gt;click here&lt;/a&gt; to read more. &lt;br /&gt;
&lt;/div&gt;&#039;,
		&#039;credit_writer&#039; =&gt; &#039;The Hindu Business Line, 10 March, 2017, http://www.thehindubusinessline.com/opinion/editorial/indias-revised-maternity-benefit-act-needs-more/article9579748.ece?homepage=true&#039;,
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The effectiveness of the revised Maternity Benefit Act depends on its proper implementation

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	&#039;disp&#039; =&gt; &#039;&lt;div align=&quot;justify&quot;&gt;-The Hindu Business Line&lt;br /&gt;&lt;br /&gt;&lt;em&gt;The effectiveness of the revised Maternity Benefit Act depends on its proper implementation&lt;br /&gt;&lt;/em&gt;&lt;br /&gt;India now lags only Canada and Norway in the level of maternity benefits such as paid time off work extended to women. India&amp;rsquo;s statutory maternity leave is now the third best in the world and is certainly something to be proud of. However, the law is no assurance that the situation of working women will improve . For that to happen, the amended Maternity Benefit Act, 1961, needs to be implemented in letter and spirit. Measures such as allowing working women up to 26 weeks of maternity leave, ensuring employers provide cr&amp;egrave;che facilities and allowing a woman to work from home will help new mothers remain productive workers, even if they do not have a full-time support system to help raise the child. Keeping women in the workforce is beneficial for employers and for women. Improved retention of women will narrow the skills gap in many sectors and lower costs of training. It will also be a substantive contribution to women&amp;rsquo;s empowerment, as financial independence &amp;mdash; or at least being financially productive &amp;mdash; contributes greatly to strengthening women&amp;rsquo;s voices in decision making.&lt;br /&gt;&lt;br /&gt;That said, this amendment will only benefit women in the organised sector &amp;mdash; employed either by the government and its departments or by the corporate sector. They constitute just about 12.1 per cent of all employed women. The rest are in the informal sector &amp;mdash; such as shops, small service providers and cottage industries, in households as domestic helps or as daily wage earners, in sectors such as agriculture and construction. This amendment does not address the need to provide such working women with some sort of safety net when they are nursing a new born. Most of them anyway do not earn even the notified minimum income, and that makes them more financially vulnerable. Given their precarious financial positions, many return to work sooner than they should, endangering their own and the infant&amp;rsquo;s health. Governments &amp;mdash; States and the Centre &amp;mdash; need to address the concerns of this large population of women.&lt;br /&gt;&lt;br /&gt;Please &lt;a href=&quot;http://www.thehindubusinessline.com/opinion/editorial/indias-revised-maternity-benefit-act-needs-more/article9579748.ece?homepage=true&quot; title=&quot;http://www.thehindubusinessline.com/opinion/editorial/indias-revised-maternity-benefit-act-needs-more/article9579748.ece?homepage=true&quot;&gt;click here&lt;/a&gt; to read more. &lt;br /&gt;&lt;/div&gt;&#039;,
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&lt;br /&gt;
&lt;em&gt;The effectiveness of the revised Maternity Benefit Act depends on its proper implementation&lt;br /&gt;
&lt;/em&gt;&lt;br /&gt;
India now lags only Canada and Norway in the level of maternity benefits such as paid time off work extended to women. India&amp;rsquo;s statutory maternity leave is now the third best in the world and is certainly something to be proud of. However, the law is no assurance that the situation of working women will improve . For that to happen, the amended Maternity Benefit Act, 1961, needs to be implemented in letter and spirit. Measures such as allowing working women up to 26 weeks of maternity leave, ensuring employers provide cr&amp;egrave;che facilities and allowing a woman to work from home will help new mothers remain productive workers, even if they do not have a full-time support system to help raise the child. Keeping women in the workforce is beneficial for employers and for women. Improved retention of women will narrow the skills gap in many sectors and lower costs of training. It will also be a substantive contribution to women&amp;rsquo;s empowerment, as financial independence &amp;mdash; or at least being financially productive &amp;mdash; contributes greatly to strengthening women&amp;rsquo;s voices in decision making.&lt;br /&gt;
&lt;br /&gt;
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&lt;br /&gt;
Please &lt;a href=&quot;http://www.thehindubusinessline.com/opinion/editorial/indias-revised-maternity-benefit-act-needs-more/article9579748.ece?homepage=true&quot;&gt;click here&lt;/a&gt; to read more. &lt;br /&gt;
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The effectiveness of the revised Maternity Benefit Act depends on its proper implementation

India now lags only Canada and Norway in the level of maternity benefits such as paid time off work extended to women. India&amp;rsquo;s statutory maternity...&#039;
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-The Hindu Business Line

The effectiveness of the revised Maternity Benefit Act depends on its proper implementation

India now lags only Canada and Norway in the level of maternity benefits such as paid time off work extended to women. India&rsquo;s statutory maternity..."/>
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                <strong>Supporting motherhood</strong></h1>
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                <div align="justify">-The Hindu Business Line<br /><br /><em>The effectiveness of the revised Maternity Benefit Act depends on its proper implementation<br /></em><br />India now lags only Canada and Norway in the level of maternity benefits such as paid time off work extended to women. India&rsquo;s statutory maternity leave is now the third best in the world and is certainly something to be proud of. However, the law is no assurance that the situation of working women will improve . For that to happen, the amended Maternity Benefit Act, 1961, needs to be implemented in letter and spirit. Measures such as allowing working women up to 26 weeks of maternity leave, ensuring employers provide cr&egrave;che facilities and allowing a woman to work from home will help new mothers remain productive workers, even if they do not have a full-time support system to help raise the child. Keeping women in the workforce is beneficial for employers and for women. Improved retention of women will narrow the skills gap in many sectors and lower costs of training. It will also be a substantive contribution to women&rsquo;s empowerment, as financial independence &mdash; or at least being financially productive &mdash; contributes greatly to strengthening women&rsquo;s voices in decision making.<br /><br />That said, this amendment will only benefit women in the organised sector &mdash; employed either by the government and its departments or by the corporate sector. They constitute just about 12.1 per cent of all employed women. The rest are in the informal sector &mdash; such as shops, small service providers and cottage industries, in households as domestic helps or as daily wage earners, in sectors such as agriculture and construction. This amendment does not address the need to provide such working women with some sort of safety net when they are nursing a new born. Most of them anyway do not earn even the notified minimum income, and that makes them more financially vulnerable. Given their precarious financial positions, many return to work sooner than they should, endangering their own and the infant&rsquo;s health. Governments &mdash; States and the Centre &mdash; need to address the concerns of this large population of women.<br /><br />Please <a href="http://www.thehindubusinessline.com/opinion/editorial/indias-revised-maternity-benefit-act-needs-more/article9579748.ece?homepage=true" title="http://www.thehindubusinessline.com/opinion/editorial/indias-revised-maternity-benefit-act-needs-more/article9579748.ece?homepage=true">click here</a> to read more. <br /></div>               </font>
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</span></span></code>
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<code><span style="color: #000000"><span style="color: #0000BB">&nbsp;&nbsp;&nbsp;&nbsp;</span><span style="color: #007700">&lt;</span><span style="color: #0000BB">meta&nbsp;http</span><span style="color: #007700">-</span><span style="color: #0000BB">equiv</span><span style="color: #007700">=</span><span style="color: #DD0000">"Content-Type"&nbsp;</span><span style="color: #0000BB">content</span><span style="color: #007700">=</span><span style="color: #DD0000">"text/html;&nbsp;charset=utf-8"</span><span style="color: #007700">/&gt;
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&lt;br /&gt;
&lt;em&gt;The effectiveness of the revised Maternity Benefit Act depends on its proper implementation&lt;br /&gt;
&lt;/em&gt;&lt;br /&gt;
India now lags only Canada and Norway in the level of maternity benefits such as paid time off work extended to women. India&amp;rsquo;s statutory maternity leave is now the third best in the world and is certainly something to be proud of. However, the law is no assurance that the situation of working women will improve . For that to happen, the amended Maternity Benefit Act, 1961, needs to be implemented in letter and spirit. Measures such as allowing working women up to 26 weeks of maternity leave, ensuring employers provide cr&amp;egrave;che facilities and allowing a woman to work from home will help new mothers remain productive workers, even if they do not have a full-time support system to help raise the child. Keeping women in the workforce is beneficial for employers and for women. Improved retention of women will narrow the skills gap in many sectors and lower costs of training. It will also be a substantive contribution to women&amp;rsquo;s empowerment, as financial independence &amp;mdash; or at least being financially productive &amp;mdash; contributes greatly to strengthening women&amp;rsquo;s voices in decision making.&lt;br /&gt;
&lt;br /&gt;
That said, this amendment will only benefit women in the organised sector &amp;mdash; employed either by the government and its departments or by the corporate sector. They constitute just about 12.1 per cent of all employed women. The rest are in the informal sector &amp;mdash; such as shops, small service providers and cottage industries, in households as domestic helps or as daily wage earners, in sectors such as agriculture and construction. This amendment does not address the need to provide such working women with some sort of safety net when they are nursing a new born. Most of them anyway do not earn even the notified minimum income, and that makes them more financially vulnerable. Given their precarious financial positions, many return to work sooner than they should, endangering their own and the infant&amp;rsquo;s health. Governments &amp;mdash; States and the Centre &amp;mdash; need to address the concerns of this large population of women.&lt;br /&gt;
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India now lags only Canada and Norway in the level of maternity benefits such as paid time off work extended to women. India&amp;rsquo;s statutory maternity leave is now the third best in the world and is certainly something to be proud of. However, the law is no assurance that the situation of working women will improve . For that to happen, the amended Maternity Benefit Act, 1961, needs to be implemented in letter and spirit. Measures such as allowing working women up to 26 weeks of maternity leave, ensuring employers provide cr&amp;egrave;che facilities and allowing a woman to work from home will help new mothers remain productive workers, even if they do not have a full-time support system to help raise the child. Keeping women in the workforce is beneficial for employers and for women. Improved retention of women will narrow the skills gap in many sectors and lower costs of training. It will also be a substantive contribution to women&amp;rsquo;s empowerment, as financial independence &amp;mdash; or at least being financially productive &amp;mdash; contributes greatly to strengthening women&amp;rsquo;s voices in decision making.&lt;br /&gt;
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Please &lt;a href=&quot;http://www.thehindubusinessline.com/opinion/editorial/indias-revised-maternity-benefit-act-needs-more/article9579748.ece?homepage=true&quot;&gt;click here&lt;/a&gt; to read more. &lt;br /&gt;
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The effectiveness of the revised Maternity Benefit Act depends on its proper implementation

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Cake\Http\BaseApplication::__invoke() - CORE/src/Http/BaseApplication.php, line 235
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The effectiveness of the revised Maternity Benefit Act depends on its proper implementation

India now lags only Canada and Norway in the level of maternity benefits such as paid time off work extended to women. India&rsquo;s statutory maternity..."/>
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                <strong>Supporting motherhood</strong></h1>
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                <div align="justify">-The Hindu Business Line<br /><br /><em>The effectiveness of the revised Maternity Benefit Act depends on its proper implementation<br /></em><br />India now lags only Canada and Norway in the level of maternity benefits such as paid time off work extended to women. India&rsquo;s statutory maternity leave is now the third best in the world and is certainly something to be proud of. However, the law is no assurance that the situation of working women will improve . For that to happen, the amended Maternity Benefit Act, 1961, needs to be implemented in letter and spirit. Measures such as allowing working women up to 26 weeks of maternity leave, ensuring employers provide cr&egrave;che facilities and allowing a woman to work from home will help new mothers remain productive workers, even if they do not have a full-time support system to help raise the child. Keeping women in the workforce is beneficial for employers and for women. Improved retention of women will narrow the skills gap in many sectors and lower costs of training. It will also be a substantive contribution to women&rsquo;s empowerment, as financial independence &mdash; or at least being financially productive &mdash; contributes greatly to strengthening women&rsquo;s voices in decision making.<br /><br />That said, this amendment will only benefit women in the organised sector &mdash; employed either by the government and its departments or by the corporate sector. They constitute just about 12.1 per cent of all employed women. The rest are in the informal sector &mdash; such as shops, small service providers and cottage industries, in households as domestic helps or as daily wage earners, in sectors such as agriculture and construction. This amendment does not address the need to provide such working women with some sort of safety net when they are nursing a new born. Most of them anyway do not earn even the notified minimum income, and that makes them more financially vulnerable. Given their precarious financial positions, many return to work sooner than they should, endangering their own and the infant&rsquo;s health. Governments &mdash; States and the Centre &mdash; need to address the concerns of this large population of women.<br /><br />Please <a href="http://www.thehindubusinessline.com/opinion/editorial/indias-revised-maternity-benefit-act-needs-more/article9579748.ece?homepage=true" title="http://www.thehindubusinessline.com/opinion/editorial/indias-revised-maternity-benefit-act-needs-more/article9579748.ece?homepage=true">click here</a> to read more. <br /></div>               </font>
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-The Hindu Business Line&lt;br /&gt;
&lt;br /&gt;
&lt;em&gt;The effectiveness of the revised Maternity Benefit Act depends on its proper implementation&lt;br /&gt;
&lt;/em&gt;&lt;br /&gt;
India now lags only Canada and Norway in the level of maternity benefits such as paid time off work extended to women. India&amp;rsquo;s statutory maternity leave is now the third best in the world and is certainly something to be proud of. However, the law is no assurance that the situation of working women will improve . For that to happen, the amended Maternity Benefit Act, 1961, needs to be implemented in letter and spirit. Measures such as allowing working women up to 26 weeks of maternity leave, ensuring employers provide cr&amp;egrave;che facilities and allowing a woman to work from home will help new mothers remain productive workers, even if they do not have a full-time support system to help raise the child. Keeping women in the workforce is beneficial for employers and for women. Improved retention of women will narrow the skills gap in many sectors and lower costs of training. It will also be a substantive contribution to women&amp;rsquo;s empowerment, as financial independence &amp;mdash; or at least being financially productive &amp;mdash; contributes greatly to strengthening women&amp;rsquo;s voices in decision making.&lt;br /&gt;
&lt;br /&gt;
That said, this amendment will only benefit women in the organised sector &amp;mdash; employed either by the government and its departments or by the corporate sector. They constitute just about 12.1 per cent of all employed women. The rest are in the informal sector &amp;mdash; such as shops, small service providers and cottage industries, in households as domestic helps or as daily wage earners, in sectors such as agriculture and construction. This amendment does not address the need to provide such working women with some sort of safety net when they are nursing a new born. Most of them anyway do not earn even the notified minimum income, and that makes them more financially vulnerable. Given their precarious financial positions, many return to work sooner than they should, endangering their own and the infant&amp;rsquo;s health. Governments &amp;mdash; States and the Centre &amp;mdash; need to address the concerns of this large population of women.&lt;br /&gt;
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Please &lt;a href=&quot;http://www.thehindubusinessline.com/opinion/editorial/indias-revised-maternity-benefit-act-needs-more/article9579748.ece?homepage=true&quot;&gt;click here&lt;/a&gt; to read more. &lt;br /&gt;
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The effectiveness of the revised Maternity Benefit Act depends on its proper implementation

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Cake\Http\ActionDispatcher::dispatch() - CORE/src/Http/ActionDispatcher.php, line 94
Cake\Http\BaseApplication::__invoke() - CORE/src/Http/BaseApplication.php, line 235
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The effectiveness of the revised Maternity Benefit Act depends on its proper implementation

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                <strong>Supporting motherhood</strong></h1>
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                <div align="justify">-The Hindu Business Line<br /><br /><em>The effectiveness of the revised Maternity Benefit Act depends on its proper implementation<br /></em><br />India now lags only Canada and Norway in the level of maternity benefits such as paid time off work extended to women. India&rsquo;s statutory maternity leave is now the third best in the world and is certainly something to be proud of. However, the law is no assurance that the situation of working women will improve . For that to happen, the amended Maternity Benefit Act, 1961, needs to be implemented in letter and spirit. Measures such as allowing working women up to 26 weeks of maternity leave, ensuring employers provide cr&egrave;che facilities and allowing a woman to work from home will help new mothers remain productive workers, even if they do not have a full-time support system to help raise the child. Keeping women in the workforce is beneficial for employers and for women. Improved retention of women will narrow the skills gap in many sectors and lower costs of training. It will also be a substantive contribution to women&rsquo;s empowerment, as financial independence &mdash; or at least being financially productive &mdash; contributes greatly to strengthening women&rsquo;s voices in decision making.<br /><br />That said, this amendment will only benefit women in the organised sector &mdash; employed either by the government and its departments or by the corporate sector. They constitute just about 12.1 per cent of all employed women. The rest are in the informal sector &mdash; such as shops, small service providers and cottage industries, in households as domestic helps or as daily wage earners, in sectors such as agriculture and construction. This amendment does not address the need to provide such working women with some sort of safety net when they are nursing a new born. Most of them anyway do not earn even the notified minimum income, and that makes them more financially vulnerable. Given their precarious financial positions, many return to work sooner than they should, endangering their own and the infant&rsquo;s health. Governments &mdash; States and the Centre &mdash; need to address the concerns of this large population of women.<br /><br />Please <a href="http://www.thehindubusinessline.com/opinion/editorial/indias-revised-maternity-benefit-act-needs-more/article9579748.ece?homepage=true" title="http://www.thehindubusinessline.com/opinion/editorial/indias-revised-maternity-benefit-act-needs-more/article9579748.ece?homepage=true">click here</a> to read more. <br /></div>               </font>
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-The Hindu Business Line<br />
<br />
<em>The effectiveness of the revised Maternity Benefit Act depends on its proper implementation<br />
</em><br />
India now lags only Canada and Norway in the level of maternity benefits such as paid time off work extended to women. India&rsquo;s statutory maternity leave is now the third best in the world and is certainly something to be proud of. However, the law is no assurance that the situation of working women will improve . For that to happen, the amended Maternity Benefit Act, 1961, needs to be implemented in letter and spirit. Measures such as allowing working women up to 26 weeks of maternity leave, ensuring employers provide cr&egrave;che facilities and allowing a woman to work from home will help new mothers remain productive workers, even if they do not have a full-time support system to help raise the child. Keeping women in the workforce is beneficial for employers and for women. Improved retention of women will narrow the skills gap in many sectors and lower costs of training. It will also be a substantive contribution to women&rsquo;s empowerment, as financial independence &mdash; or at least being financially productive &mdash; contributes greatly to strengthening women&rsquo;s voices in decision making.<br />
<br />
That said, this amendment will only benefit women in the organised sector &mdash; employed either by the government and its departments or by the corporate sector. They constitute just about 12.1 per cent of all employed women. The rest are in the informal sector &mdash; such as shops, small service providers and cottage industries, in households as domestic helps or as daily wage earners, in sectors such as agriculture and construction. This amendment does not address the need to provide such working women with some sort of safety net when they are nursing a new born. Most of them anyway do not earn even the notified minimum income, and that makes them more financially vulnerable. Given their precarious financial positions, many return to work sooner than they should, endangering their own and the infant&rsquo;s health. Governments &mdash; States and the Centre &mdash; need to address the concerns of this large population of women.<br />
<br />
Please <a href="http://www.thehindubusinessline.com/opinion/editorial/indias-revised-maternity-benefit-act-needs-more/article9579748.ece?homepage=true">click here</a> to read more. <br />
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The effectiveness of the revised Maternity Benefit Act depends on its proper implementation

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-The Hindu Business Line<br />
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<em>The effectiveness of the revised Maternity Benefit Act depends on its proper implementation<br />
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India now lags only Canada and Norway in the level of maternity benefits such as paid time off work extended to women. India&rsquo;s statutory maternity leave is now the third best in the world and is certainly something to be proud of. However, the law is no assurance that the situation of working women will improve . For that to happen, the amended Maternity Benefit Act, 1961, needs to be implemented in letter and spirit. Measures such as allowing working women up to 26 weeks of maternity leave, ensuring employers provide cr&egrave;che facilities and allowing a woman to work from home will help new mothers remain productive workers, even if they do not have a full-time support system to help raise the child. Keeping women in the workforce is beneficial for employers and for women. Improved retention of women will narrow the skills gap in many sectors and lower costs of training. It will also be a substantive contribution to women&rsquo;s empowerment, as financial independence &mdash; or at least being financially productive &mdash; contributes greatly to strengthening women&rsquo;s voices in decision making.<br />
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The effectiveness of the revised Maternity Benefit Act depends on its proper implementation

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Supporting motherhood

-The Hindu Business Line The effectiveness of the revised Maternity Benefit Act depends on its proper implementation India now lags only Canada and Norway in the level of maternity benefits such as paid time off work extended to women. India’s statutory maternity leave is now the third best in the world and is certainly something to be proud of. However, the law is no assurance that the situation of working women will improve . For that to happen, the amended Maternity Benefit Act, 1961, needs to be implemented in letter and spirit. Measures such as allowing working women up to 26 weeks of maternity leave, ensuring employers provide crèche facilities and allowing a woman to work from home will help new mothers remain productive workers, even if they do not have a full-time support system to help raise the child. Keeping women in the workforce is beneficial for employers and for women. Improved retention of women will narrow the skills gap in many sectors and lower costs of training. It will also be a substantive contribution to women’s empowerment, as financial independence — or at least being financially productive — contributes greatly to strengthening women’s voices in decision making. That said, this amendment will only benefit women in the organised sector — employed either by the government and its departments or by the corporate sector. They constitute just about 12.1 per cent of all employed women. The rest are in the informal sector — such as shops, small service providers and cottage industries, in households as domestic helps or as daily wage earners, in sectors such as agriculture and construction. This amendment does not address the need to provide such working women with some sort of safety net when they are nursing a new born. Most of them anyway do not earn even the notified minimum income, and that makes them more financially vulnerable. Given their precarious financial positions, many return to work sooner than they should, endangering their own and the infant’s health. Governments — States and the Centre — need to address the concerns of this large population of women. Please click here to read more.