Family Medical Leave Act Case Study

chose the Family and Medical Leave Act to discuss because it has a great deal of personal relevance for me. It was a difficult choice, as a few of the other acts are also personally relevant for me, but FMLA is relevant to me both as an employee and as a manager in my professional life. Due to a heart condition, I occasionally miss work. I have applied through my company’s process for protection under the Family and Medical Leave Act. Without this protection, I have been told that I would not be able to stay employed with my company. I try to be a responsible person, and only use this protection when absolutely necessary.

In contrast, as a manager that is responsible for holding people accountable for their attendance patterns, I see other sides of the usage of this act. I occasionally have employees that come to me and describe the reasons they miss time from work, and I advise them that they can apply for protection under the Family and Medical Leave Act. Some of these employees follow through on the process and gain protection. I then see two different patterns emerge. I see employees that use
In 2009, after working for Chase for over a decade, they decided to move my work function to an overseas facility. While my staff was all transferred to another department, I was told I made to much in relation to my peers in that department, and was laid off. I personally applied for unemployment benefits, although I had never expected to do so in my life. Conversely, as a manager, I am expected to make sure that if I am considering terminating an employee, I have to clear this action with our local Human Resources department to make sure we will not have to pay the employee unemployment benefits. I have been required to attend unemployment hearings on behalf of my company on multiple occasions to explain the decision leading up to the termination and make sure it was truly for