Final answer:
The 2017 amendments to the ESA under Bill 148 allow employees to take up to 12 weeks of unpaid leave per year for family reasons such as childbirth or illness. This is part of a broader history of labor laws that aim to protect workers' rights and support family life. Larger employers must also provide advance notice of plant closings or significant layoffs, further safeguarding employees.
Step-by-step explanation:
According to the 2017 amendments to the Employment Standards Act (ESA) under Bill 148, the ESA has provisions that protect employees by allowing them to take up to 12 weeks of unpaid leave per year for certain family reasons. These reasons can include the birth of a child or a family illness, providing crucial support during significant personal and family events. This legislative change is a reflection of the evolving understanding of work-life balance and the importance of family time in promoting a healthy society. In the historical context, it has been a long journey to reach the current statutes related to family leave. Dozens of industrial nations had begun to implement such policies by the mid-20th century, with recommendations for paid leave from various international organizations, including the United Nations International Labor Organization. However, in the United States, it wasn't until the Pregnancy Discrimination Act of 1978 that there were federal protections for pregnant women in the workforce, allowing them to maintain their positions and take unpaid leave. Policies such as the one in Norway, where there is even a policy for a one-year paid maternity leave, show the range of family leave benefits that are available around the world. On a related note, the legislation also requires employers with more than 100 employees to provide 60 days' notice prior to plant closings or significant layoffs, adding another layer of employee protection and stability.