University of Phoenix
HCS/430 Jeannie Major
The purpose of this paper is to explain the application and implication of Family and Medical Leave Act (FMLA), Worker’s Compensation Occupational and Safety and Health Act (OSHA), and the regulatory laws implemented by organization to adhere to these mandates, while providing the employee with a safe working environment. Many organizations are committed to enforce all city and governmental laws that protect the employee safety, health and welfare, while maintaining or commitment to the community and population that may be serve. Family Leave Act (FMLA) states that every employee, union or non-union, is granted leave of absence, as part of their employee benefit program and in accordance with the law, for the following reasons: •Birth and care of the newborn child of the employee; •Placement with the employee of a son or daughter for adoption or foster care; •Care for an immediate family member (spouse, child, or parent) with a serious health condition; or •Medical leave when the employee is unable to work because of a serious health condition (Source: FMLA Act). The employee can take a paid or unpaid leave of up to 48 months for maternity or childcare leave for the first born child and up to 36 months for consecutive childcare leaves. For any other family leave, not related to child care, the employee is allowed up to 12 months of leave. “The Family and Medical Leave Act of 1993 (FMLA), which became effective February 5, 1994, entitles eligible and approved South Carolina employees up to a maximum of 12 weeks of paid and/or unpaid leave in a 12-month period to care for an immediate family member or for the serious illness of the employee”(Office of Labor Relations). The employee must provide proper documentation and file a leave request form. Upon return, the employee is not guaranteed to be assigned to the same...