Family and Medical Leave Act (Fmla)
Family and Medical Leave Act (FMLA) What is Family and Medical leave Act (FMLA)? The Family and Medical Leave Act (FMLA) that was passed in 1993, is a national policy that grants workers up to twelve weeks of unpaid leave in four situations. These four situations are for pregnancy; to care for an infant, such as newborns, newly-placed foster children, and adoptions; to care for a relative with a serious health condition; or to allow an employee to recover and recuperate from a personal serious health condition. This paper will be discussing the impact of FMLA on employers and the protections provided by this law. (Vikesland, 2009)
Protections Provided by FMLA The FMLA is covered mainly through private-sector employers and public agencies having more than five employees. Those who are eligible for FMLA, are employees who have been employed for at least one year and have worked over 1,250 hours the previous year. Those who are excluded are employees who are at any worksite when a company has fewer than 50 employees that work within 75 miles of the company. The basic forward motion behind this act was in due course to establish a need and assistance to families in the midst of crisis. The Department of Labor's Wage and Hour Division published a Final Rule under the Family and Medical Leave Act. This final rule became effective on January 16, 2009, which updates the FMLA regulations to implement new military family leave entitlements enacted under the National Defense Authorization Act for 2008.
The Impact of FMLA on Employers The FMLA is controversial even to this day. Employers who support this act argues that as more women who enter the workforce, workers have a legal right to take leave as needed to care for family members who are injured, sick, or even to care for infants. FMLA allows workers to balance their lifestyle with commitments to work and family life, making it easier for employers who support this act to retain their employees. Prior
Protections Provided by FMLA The FMLA is covered mainly through private-sector employers and public agencies having more than five employees. Those who are eligible for FMLA, are employees who have been employed for at least one year and have worked over 1,250 hours the previous year. Those who are excluded are employees who are at any worksite when a company has fewer than 50 employees that work within 75 miles of the company. The basic forward motion behind this act was in due course to establish a need and assistance to families in the midst of crisis. The Department of Labor's Wage and Hour Division published a Final Rule under the Family and Medical Leave Act. This final rule became effective on January 16, 2009, which updates the FMLA regulations to implement new military family leave entitlements enacted under the National Defense Authorization Act for 2008.
The Impact of FMLA on Employers The FMLA is controversial even to this day. Employers who support this act argues that as more women who enter the workforce, workers have a legal right to take leave as needed to care for family members who are injured, sick, or even to care for infants. FMLA allows workers to balance their lifestyle with commitments to work and family life, making it easier for employers who support this act to retain their employees. Prior
References: Family and Medical Leave Act. Wage and Hour Division. Retrieved on March 29, 2009: http://www.dol.gov/esa/whd/fmla/ Vikesland , Gary. MA LP CEAP.”Balancing Work and Family”. Retrieved on March 29, 2009: http://www.employer-employee.com/fmla.html