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Family Medical Leave Act

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Family Medical Leave Act
As “Kelly (2010) states “The Family and Medical Leave Act of 1993 (FMLA) requires that U.S. workplaces with at least 50 employees provide 12 weeks of unpaid job-protected parental leave, as well as unpaid leaves for employees with serious illnesses and those caring for seriously ill relatives” (para. 2). It is up the the employer to determine what falls under a serious illnesses, as well as how they keep tract of an employee's time off. There are many issues that can arise if an employer is not educated and organized when it comes to this act and this can in turn affect the employee taking the leave. One big debate is that FMLA is an unpaid leave and employees are unable to afford taking leave if it is unpaid.

Statement of Problem

Employees …show more content…
The Family Medical Leave Act was implemented in 1993, and has been an unpaid leave since it has been implemented. As Arellano ( explained, Americans quickly learned that the 12 weeks of unpaid leave that FMLA provides is not always enough to care for their loved ones” (2015). This shift has caused more women in the workplace, this not only includes single mothers, but also more households who have both parents working full time. Not only is the leave not a sufficient amount of time, since there is no paid leave many people struggle to meet income demands to survive when time is needed off(CITE). As Green (2005) stated “We essentially have an old insurance system attached to a new family and labor system, and they don't sync at all. We need to modernize the program so it does what it was always meant to do"(Not without cost section, para.8) The United states as a whole needs to change along with the times we cannot keep a policy that was not meant for this …show more content…
Individual states, notably California, have taken the lead in extending the FMLA.” (History section, para. 1) This new extension to FMLA in California can show the benefits to other states looking to offer paid time off. There are many studies that show the benefits of giving employees unpaid leave. One of these benefits Dube and Kaplan (2002) found is that “California companies could save $89 million under a paid family leave program due to increased employee retention and decreased turn-over” (p.5). There could be a possibility of other states implementing policies such as the one that California has and this can have great benefits to the entire working
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