Analysis of the Amended Family and Medical Leave Act Essay

Nurses interact with families in a variety of community-based and clinical settings. The family nursing process is the same, regardless of the setting or whether the focus is on the family as a whole or on an individual in that family (Crisp & Taylor 2005). In the case of a 3 year old girl just diagnosed with leukaemia, it is important for a nurse to critically analyse the situation and address any immediate concerns. The nurse must address any professional issues that may arise and any potential impacts of hospitalisation that may affect the child and the family. Also provide support and education to reassure and comfort them. The primary concern for paediatric nurses is the welfare of the child and the family (Crisp & Taylor 2005).

The FMLA benefits the employer by allowing him or her to excuse his employees for medical conditions or family issues. This benefits both the employer and employee in allowing them to both know that their can be a balance between the workplace and family life. (dol.gov)

On February 5, 1993 Public Law 103-3 103d Congress also to be known as the Federal Medical Leave Act of 1993 (FMLA) was made into a federal law by the Senate and the House of Representatives of the United States of America. [1]

The first place an employer would want to start in order to understand which laws affect them as an employer is compliance assistance information and resources. Under the website subheading, Help Navigating Department of Labor Laws and Regulation it gives a general definition of compliance assistance. It states, that compliance assistance is an important part of the Department’s effort to protect the wages, health benefits, retirement security, employment rights, safety, and health of American’s workforce

Society’s opinions are constantly, and rapidly changing, and consequently this poses significant challenges to the family law system in Australia. A family is a social unit containing individuals related by blood, marriage or other legally recognised relationships. Family law reforms have been implemented over the past three decades, entailing the recognition of same sex couples. Furthermore, a statutory presumption of shared parenting – as instigated by society’s transitioning values – displays the changing nature of parental responsibility. Not only are society’s views progressing, but surrogacy and birth technologies are

Employers who were required to offer health insurance to part time workers may no longer be required to do so. Because it is expensive for companies to offer health insurance, they may choose to no longer provide this service to their part time employees. Additionally, coverage for full time employees may be reduced to become more expensive due to these changes. This may make it difficult for people who have health insurance through their current employer to find new work, as health insurance may be difficult to find.

Radicalising Social, Care Act 2014 ‘puts people first’ by empowering individuals to utilise their rights, achieve life quality and, with community assistance, become self-sufficient (First, 2007). Endorsed powers and duties within Care Act, protect and enable individuals to acquire relevant supportive measures flowing throughout the spectrum of safeguarding. In achieving these objectives, Care Act works alongside other significant pieces of legislation and policies to strengthen the process (DOH, 2014a). It is becoming increasingly apparent, however, that Care Act could be more effective on various levels, but for the false dichotomy lurking, and jeopardising success, within Adult Social Care.

For example, legislating paid sick days opens the door to abuse by employees. Some employees may use these days as vacation without notifying their employer or a specific reason for their absence. This will often leave employers scrambling to find replacements for absent workers, which can put some small businesses in trouble. Abuse of these paid sick days translates into loss of money for businesses and higher costs for consumers.

The following paper will introduce the house bill number 4266 titled Nurse and Health Care Worker Protection Act of 2015. This bill attempts to lessen nurse injuries by investing in safe patient handling and mobilization technologies and education programs. This paper will provide a background on the bill. Next, the bill will be summarized and analyzed using Malone’s (2005) framework. The paper will next discuss ethical considerations, mainly focusing on utilitarianism and nonmaleficence to highlight both the pros and cons of the policy present by the house. A section is included on nurse support for the bill by the American Nurses Association, and finally a personal reflection.

Second, the company should show a gesture of good faith and up hold the original manager’s agreement. Third, an amendment to company policy should be put in place to cover future events. Written and signed by both management and employee to the exact terms agreed upon prior to leave under FMLA are to be taken. This is for the protection of the company and their employees.

     In the past, Canada’s government-funded, universally accessible, health care system has been praised and admired both at home and abroad as one of the finest in the world. A great source of pride and comfort for many Canadians is that it is based on five fundamental principles. Principles that are a reflection of the values held by Canadian citizens since the formation of Medicare in 1966. These principles were reinforced in the Canada Health Act, (CHA), of 1984 and state that the Canadian system is universal, accessible, portable, comprehensive and non-profit.

The other Federal law, the Family and Medical Leave Act gives added protection. The Family and Medical Leave Act went into effect August 5 1993.

     The Family and Medical Leave Act was enacted by Congress on February 5, 1993, and it is public law 103-3. This law allows for a person to leave work in certain situations without losing his/her job. An eligible employees must have worked for the employer for at least 12 months and at least completed 1250 hours of service. An employee is able to leave work for up to 12 weeks for any of the following reasons: the employee expects a baby in his/her immediate family, the employee expects an adopted child in his/her immediate family, the employee has to take care of an ill family member which includes spouse, parent or his/her own children, and/or the employee has a serious medical

When creating care plans for children it is so important to include the child’s family in their care as it will benefit in this case both James and his family in helping to meet his milestonesIt is especially important when creating care plans for children to include where possible the philosophy of children’s and young person’s nursing which is family centred care. (Glasper and McEwing, 2010). Family centred care does not mean that parents have to remain with their child at all-times in hospital.it Care planning is all about prioritising what is best for the patient and putting the patient first (in this scenario James) but also incorporating family centred care in the patients plan. As discussed in care plan 3, we saw how James experienced anxiety as a result of hospitalisation for the first time and how his mother also suffered from anxiety as a result of not being able to stay with James all the time. In spite of this, James’ individualised care plan alleviated this problem by assigning him a nurse that he built a trusting relationship with and by creating a home environment for him by bringing in some family photos and comforts like his blanket and favourite toys.

For example, days missed from work cause lost wages for employee and incomplete work, higher premiums and increased workers’ compensation payouts for employers. Employers want to operate businesses with healthier populations that are more productive and would have lower healthcare costs.