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The Risks and Side Effects of Legally Permitted Abortion Practices in the U.S

The Risks and Side Effects of Legally Permitted Abortion Practices in the U.S

Abortion is a process of terminating or ending a pregnancy by using certain methods. In some countries, including the United States of America, a woman can legally choose the option of abortion, if she doesn’t want to continue her pregnancy, irrespective of the reason.

No doubt, it’s a very personal decision, but before doing something this, you should know about the risks and side effects associated with the different types of abortion procedures. Here, in this article, I’ll briefly explain what are the legally permitted practices for abortion and what are the possible risks and side effects involved with each.

Early Medication Abortion

It is the first type of abortion, which is used to end the pregnancy in the early stages. In the U.S, early medical abortion is allowed for a woman who is less than ten weeks pregnant.

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Following steps include in the early medication abortion;

  • First of all, the doctor will let you know how many days pregnant you are. This is identified by calculating from the day of the last period or an ultrasound.
  • If you’re less than ten weeks pregnant, the health care professional will prescribe two medications; misoprostol and mifepristone.
  • The doctor will probably ask you to take the mifepristone medication at the hospital and recommend you to take misoprostol several hours or certain days later at home.

Aspiration Abortion

It is the second type of procedure used to end the pregnancy. Aspiration abortion, primarily done at the health center involves eliminating the pregnancy-related tissue from the uterus opening known as the cervix.

Usually, the doctors do Aspiration abortion when you’re awake. They’ll use local anesthesia to do the procedure. The physician will also provide medications (to take orally) to reduce the anxiety and stress. If a woman is 14 or more weeks pregnant, the doctors typically go for sedation before starting the procedure.

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If the health care provider chooses to give local anesthesia, he or she will inject the medicine within your cervix. It will cause some pain that fades away after some time. On the other hand, if the doctors decided to sedate you, they’ll put an intravenous line in your vein along with the medication that relaxes you. After the sedative drug takes effect, the patient does not remember what happened during the procedure. The doctors do not usually recommend using general anesthesia for abortions. Usually, this abortion procedure takes 20 minutes to complete, and if you have an early pregnancy, it would be even shorter.

Possible Side Effects

When it comes to the possible side effects of abortion, there may be cramping or abdominal pain and vaginal bleeding. These side effects are common in both early medication and aspiration abortion.

Cramping Or Abdominal Pain

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A lot of women go through cramping or abdominal pain after the procedure. For relieving the pain, 500 or more mg ibuprofen (Motrin, Advil) is usually prescribed for every 5 – 7 hrs, if required.

If these medications don’t help, you can consult your doctor, so he might prescribe a stronger pain medication after ensuring there are no other complications. If, in case, your pain continues for a couple of days after the abortion, it’s best to visit your doctor again to rule out problems like infections setting in.

Vaginal bleeding 

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It’s normal to have vaginal bleeding after having an abortion. It may take up to seven days to stop bleeding. You might also pass blood clots during this phase.

If you continue to bleed for days, and your menstrual pad is getting soaked every hour or two, then you should set an appointment with your physician to make sure that there aren’t any complications involved.

Featured photo credit: Fertility Clinic Software via fertilityclinicsoftware.com

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Published on January 30, 2019

How to Support a Working Mother as a Working Father

How to Support a Working Mother as a Working Father

In roughly 60 percent of two-parent households with children under the age of 18, both parents work full time. But who takes time off work when the kids are sick in your house? And if you are a manager, how do you react when a man says he needs time to take his baby to the pediatrician?

The sad truth is, the default in many companies and families is to value the man’s work over the woman’s—even when there is no significant difference in their professional obligations or compensation. This translates into stereotypes in the workplace that women are the primary caregivers, which can negatively impact women’s success on the job and their upward mobility.

According to a Pew Research Center analysis of long-term time-use data (1965–2011), fathers in dual-income couples devote significantly less time than mothers do to child care.[1] Dads are doing more than twice as much housework as they used to (from an average of about four hours per week to about 10 hours), but there is still a significant imbalance.

This is not just an issue between spouses; it’s a workplace culture issue. In many offices, it is still taboo for dads to openly express that they have family obligations that need their attention. In contrast, the assumption that moms will be on the front lines of any family crisis is one that runs deep.

Consider an example from my company. A few years back, one of our team members joined us for an off-site meeting soon after returning from maternity leave. Not even two hours into her trip, her husband called to say that the baby had been crying nonstop. While there was little our colleague could practically do to help with the situation, this call was clearly unsettling, and the result was that her attention was divided for the rest of an important business dinner.

This was her first night away since the baby’s birth, and I know that her spouse had already been on several business trips before this event. Yet, I doubt she called him during his conferences to ask child-care questions. Like so many moms everywhere, she was expected to figure things out on her own.

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The numbers show that this story is far from the exception. In another Pew survey, 47 percent of dual-income parents agreed that the moms take on more of the work when a child gets sick.[2] In addition, 39 percent of working mothers said they had taken a significant amount of time off from work to care for their child compared to just 24 percent of working fathers. Mothers are also more likely than fathers (27 percent to 10 percent) to say they had quit their job at some point for family reasons.

Before any amazing stay-at-home-dads post an angry rebuttal comment, I want to be very clear that I am not judging how families choose to divide and conquer their personal and professional responsibilities; that’s 100 percent their prerogative. Rather, I am taking aim at the culture of inequity that persists even when spouses have similar or identical professional responsibilities. This is an important issue for all of us because we are leaving untapped business and human potential on the table.

What’s more, I think my fellow men can do a lot about this. For those out there who still privately think that being a good dad just means helping out mom, it’s time to man up. Stop expecting working partners—who have similar professional responsibilities—to bear the majority of the child-care responsibilities as well.

Consider these ways to support your working spouse:

1. Have higher expectations for yourself as a father; you are a parent, not a babysitter.

Know who your pediatrician is and how to reach him or her. Have a back-up plan for transportation and emergency coverage.

Don’t simply expect your partner to manage all these invisible tasks on her own. Parenting takes effort and preparation for the unexpected.

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As in other areas of life, the way to build confidence is to learn by doing. Moms aren’t born knowing how to do this stuff any more than dads are.

2. Treat your partner the way you’d want to be treated.

I can’t tell you the number of times I’ve heard a man on a business trip say to his wife on a call something to the effect of, “I am in the middle of a meeting. What do you want me to do about it?”

However, when the tables are turned, men often make that same call at the first sign of trouble.

Distractions like this make it difficult to focus and engage with work, which perpetuates the stereotype that working moms aren’t sufficiently committed.

When you’re in charge of the kids, do what she would do: Figure it out.

3. When you need to take care of your kids, don’t make an excuse that revolves around your partner’s availability.

This implies that the children are her first priority and your second.

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I admit I have been guilty in the past of telling clients, “I have the kids today because my wife had something she could not move.” What I should have said was, “I’m taking care of my kids today.”

Why is it so hard for men to admit they have personal responsibilities? Remember that you are setting an example for your sons and daughters, and do the right thing.

4. As a manager, be supportive of both your male and female colleagues when unexpected situations arise at home.

No one likes or wants disruptions, but life happens, and everyone will face a day when the troubling phone call comes from his sitter, her school nurse, or even elderly parents.

Accommodating personal needs is not a sign of weakness as a leader. Employees will be more likely to do great work if they know that you care about their personal obligations and family—and show them that you care about your own.

5. Don’t keep score or track time.

At home, it’s juvenile to get into debates about who last changed a diaper or did the dishes; everyone needs to contribute, but the big picture is what matters. Is everyone healthy and getting enough sleep? Are you enjoying each other’s company?

In business, too, avoid the trap of punching a clock. The focus should be on outcomes and performance rather than effort and inputs. That’s the way to maintain momentum toward overall goals.

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The Bottom Line

To be clear, I recognize that a great many working dads are doing a terrific job both on the home front and in their professional lives. My concern is that these standouts often aren’t visible to their colleagues; they intentionally or inadvertently let their work as parents fly under the radar. Dads need to be open and honest about family responsibilities to change perceptions in the workplace.

The question “How do you balance it all?” should not be something that’s just asked of women. Frankly, no one can answer that question. Juggling a career and parental responsibilities is tough. At times, really tough.

But it’s something that more parents should be doing together, as a team. This can be a real bonus for the couple relationship as well, because nothing gets in the way of good partnership faster than feelings of inequity.

On the plus side, I can tell you that parenting skills really do get better with practice—and that’s great for people of both sexes. I think our cultural expectations that women are the “nurturers” and men are the “providers” needs to evolve. Expanding these definitions will open the doors to richer contributions from everyone, because women can and should be both—and so should men.

Featured photo credit: NeONBRAND via unsplash.com

Reference

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