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CEO Marissa -- set off a firestorm earlier this year which she band working from home she ordered employees to go back to the office well.
Now there is that the spotlight for a very different reason she is extending that leave benefits for new moms and dads.
Yahoo! is doubling the amount of paid leave that new mothers are eligible to take.
From eight paid weeks to sixteen and letting new fathers received eight weeks of leave so what is the right amount anyway joining us for a fair -- -- baby.
Mark you are -- she is the author of stop playing safe at -- banker author of how to choose a husband at a DP at the center for marriage Paulson ladies thanks for being here.
But -- let me start with do you what do you think of -- new idea to expand paid leave from eight weeks to sixteen for moms.
I think it's not it's -- and strategic you know.
Marry is up under this under the spotlight because she's a woman and she's attractive and everyone loves -- you throw stones and find fault with the decisions.
Back -- company's number one resource number one competitive resource is its employees and she is just doing what she thinks -- -- to make Yahoo!.
A more attractive place to let that will attract and retain top quality talent and it's the same reason that she.
Made the decision next couple of months ago I had to get people back into the office you know she needs to have people collaborating in inviting and that's what's gonna take to really -- the -- Yahoo! ship around.
Us is that what do you think of the sixteen weeks of maternity leave is that about the right time.
You know I can't speak to Melissa -- motives but I will say that you really have to ask yourself what.
You know whom the parental.
-- is designed to serve really because in a lot of ways what happens is the longer you're actually out with your baby as a mom or even as a bad.
The longer it's -- -- excuse me the more difficult it's -- be to return so there's a whole other side of this debate that we don't really talk about that which is let's get the focus off of the businesses -- and really what we're talking about here if we're talking about trying to make it easier from mom and dad to be with their babies more.
Which presumably is a -- -- about.
That ultimately it's almost like postponing the inevitable and just making it harder to come back so what I'm not not in favor of extending the maternity leave but the reality is unless you extend it I don't know three to five years.
-- what does it really going to do because the conflict that exists between work and parenthood does not end at four months well it's just again.
I didn't see your points and argument you could comment on this -- it -- -- been easier.
Had risen they -- just allowed the telecommuting again had allowed some women or men to work at home.
Whereby they could work part of the day and care for their child part of the day the guy.
About this in my book lives -- -- hindsight because it is important for people to come to -- and she needs to do whatever she thinks attacks.
Tonight Yahoo! more competitive organization more innovative -- -- But when it just to speak to the point on the amount of attending -- coming back to what I do think the -- nearly -- -- latest well.
Is just one aspect of what it takes for organizations to Korea -- A structure in support that allows employees and women juggling career and kids.
To be able to really give their best they work whilst having the flexibility to take care of that.
Often conflicting demands of raising children ride inside a form of what happens at -- -- and it.
Good rather pretty this isn't the maternity.
As -- -- what happens at the end of the maternity leave.
It's against that postponing the inevitable no company policy can possibly solve the dilemma between work and family what's happening -- really -- news.
Sort of trying to come up with some sort of you -- magic number that will allow for this balancing act happened but of course it is such a tough one thanks for the debate ladies -- Laura Suzanne -- we'll have you guys back no doubt thanks for talking about Malaysia.
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