Medical Leave
Family Medical Leave Act 1993:
Workplace Issues
Introduction
In the early 1990 's, congress recognized that an increasing number of children were being raised in situations where both parents worked outside the home. For many, the idea of starting a family, or expanding the family, was complicated by the fact that both parents worked. In other homes, families struggled because a family member with a serious medical condition such as diabetes or asthma would often lose time from work because of illness. Congress responded to these common situations with a piece of legislation known as the Family and Medical Leave Act of 1993 (FMLA)(Rigler).
On August 5, 1993, the Family and Medical Leave Act became effective for most of the employers and employees covered by the act. The FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons, including serious health conditions that prevent the employee from working (Compliance Guide 3).
Guidelines
Family Medical Leave Act has guidelines that must be followed in order to benefit from this Act. According to the Compliance Guide to the Family and Medical Leave Act an eligible employee shall be entitled to a total of 12 workweeks of leave during any 12-month period for one or more of the following reasons:
§ Birth of a son or daughter of the employee and in order to care for such son or daughter
§ The placement of a son or daughter with the employee for adoption or foster care
§ In order to care for the spouse, or a son, daughter, or parent, of the employee, if such spouse, son, daughter, or parent has a serious health condition;
§ A serious health condition that makes the employee unable to perform the functions of the position of such employee.
The time does not have to be taken all at once, but you are limited to 12 weeks in any 12-month period. If you are eligible for health insurance through your
Workplace Issues
Introduction
In the early 1990 's, congress recognized that an increasing number of children were being raised in situations where both parents worked outside the home. For many, the idea of starting a family, or expanding the family, was complicated by the fact that both parents worked. In other homes, families struggled because a family member with a serious medical condition such as diabetes or asthma would often lose time from work because of illness. Congress responded to these common situations with a piece of legislation known as the Family and Medical Leave Act of 1993 (FMLA)(Rigler).
On August 5, 1993, the Family and Medical Leave Act became effective for most of the employers and employees covered by the act. The FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons, including serious health conditions that prevent the employee from working (Compliance Guide 3).
Guidelines
Family Medical Leave Act has guidelines that must be followed in order to benefit from this Act. According to the Compliance Guide to the Family and Medical Leave Act an eligible employee shall be entitled to a total of 12 workweeks of leave during any 12-month period for one or more of the following reasons:
§ Birth of a son or daughter of the employee and in order to care for such son or daughter
§ The placement of a son or daughter with the employee for adoption or foster care
§ In order to care for the spouse, or a son, daughter, or parent, of the employee, if such spouse, son, daughter, or parent has a serious health condition;
§ A serious health condition that makes the employee unable to perform the functions of the position of such employee.
The time does not have to be taken all at once, but you are limited to 12 weeks in any 12-month period. If you are eligible for health insurance through your
Cited: Compliance Guide to the Family and Medical Leave Act. US Department of Labor Employment Standards Administration Wage and Hour Division. WH Publication 1421. (June 1993). Hall, James E., Hatch, D. Diane, Kobata, Mark T. (October 2003). "No-fault" Attendance and the FMLA. Workforce Management. Vol. 82, Issue 10. Labor & Employment Relations: Casual Absences and Tardiness are Covered http://www.wnj.com/ler395.html Rigler, Jane (1995) Shea, Kara (July 6,2005). Tackling FMLA Problems. Retrieved July 6, 2005 from http://nashvillecitypaper.com/index.cfm?section_id=51&screen=news&news_id=42660 Task Book Enforcing the Family and Medical Leave Act of 1993. US Department of Labor Employment Standards Administration Wage and Hour Division. WH Publication 1421. (July 1993). http://das.ohio.gov/hrd/fmlatopics/emprnotice.html Waggoner, Judy (2000, Oct