Family Leave Act Research Paper

Parents who lose wages while they take time off are protected by the Paid Family Leave Act (PFL), as California provides income replacement in order for them to bond with their newborn or newly adopted child. PFL offers six weeks of partial pay in order to care for the child, financially. According to website, paidfamilyleave.org the partial pay is 55 percent of the worker’s usual salary. PFL does not guarantee job protection as the parent has to qualify for the California Family Rights Act. In the article 10 Things You Need to Know About Maternity Leave in the US, it states, “According to the Bureau of Labor Statistics, only 12 percent of Americans have access to the paid parental leave, which is considered a benefit by employers,” demonstrating that only certain employees receive paid parental leave as

You get the phone call in the middle of the night. Your son or daughter has been in a serious accident and is hospitalized in critical condition. After several day’s they come home from the hospital with several broken bones and require your around the clock attention for the next eight to twelve weeks. You just got over a serious medical condition yourself which you acquired while on vacation and do not have any vacation time or sick time to take off. Do you have to quit your job? Can your employer terminate you for taking time off to be with your child? What options do you have? What can your employer do for you? Well, the answer lies in the Family and Medical Leave Act.

The inception of the Family Medical Leave Act was for several reasons. It was clear that the need for both parents to work was increasing and the “stay at home Mom” position was no longer the norm. It was now necessary for both parents to give financially in order to support the financial needs of the family foundation. The United States Government recognized that by enacting this law they were in fact contributing to the stability of the family structure and the safety and security of innocent children. This also helped

Take a moment to think about this: you and your significant other just took the step to become parents. Though you are young, you both believed it was time and went ahead and brought a baby into your lives. Staring at your baby and your spouse with loving eyes, you do not think life can get any better. However blissful life may seem, things soon come crashing down. You and your significant other work average wage jobs and are having a hard-enough time supporting each other, and now the cost of diapers, clothes, furniture, formula and baby food are creeping in on you and sucking the life out of your bank account. You want to spend time with your new bundle of joy, but suddenly, your baby is being ripped out of your hands and being sent to an

The balancing act of family and work can be very difficult at times. At some point in everyone’s life, he or she will need to take time off of work to deal with family matters. The Family and Medical Leave Act (FMLA) of 1993 was created to help employees find a balance between the challenging demands of work and home. This Act allows eligible workers that require time off for personal reasons or family emergencies up to twelve weeks of unpaid leave.

The Family Medical Leave Act (FMLA) was passed with the idea of creating job protected leave when necessary, while also providing employees with the opportunity to balance work, health, and family responsibilities. FMLA is designed to avoid job loss when employees request additional time off in order to treat a critical medical condition or deal with serious family or personal matters. Due to the establishment of FMLA, workers can now maintain employment as they treat qualifying medical conditions, care for a close relative, bond with newborn, etc. In other words, the concept of FMLA was for employers to legally support their workers during life’s challenging circumstances. Although many positive outcomes are a result of this law, administering FMLA has turned into a challenging and complex task for employers. Passing this law triggered many unintended consequences that have tremendously affected the way organizations manage their leave of absence policies. Employee abuse of this privilege is a major issue employers are being faced with. The impact FMLA leave has on the entire company, including quality, performance, and productivity can be dramatic. These unplanned concerns that now exist due to FMLA provide tremendous amounts of stress for the employers to properly manage the law; FMLA has turned into a problem employers are defenseless against.

Some history on the case, Francis started working with Elsevier in 1991. The role of his employment was that of a production assistant. After a while, he was rehired after a company restructuring in which his new position was that of an associate database publishing editor. The main problem of the case concerns his wife's condition, amytrophic lateral sclerosis. Due to her condition he considered his potential rights under the Family Leave Act with a human resources representative from the company. A boss change led to him being interviewed with a new supervisor where he discussed his wife's condition. Shortly after he was dismissed. "Randall Francin had worked at Mosby, Inc., for twelve years before his wife was diagnosed with amyotrophic lateral sclerosis (LouGehrig's disease). "(Cross & Miller, 540) I believe if Francin's wife's condition was not discussed his performance would not have come into question. From the evidence presented especially after the appeal, I believe he was unlawfully terminated considering the close timing of his dismissal after it was known of his wife's condition.

As described on Facts About Age Discrimination (2008), the ADEA provides protection against age discrimination for both applicants and employees during the hiring and employment termination process. For employees the ADEA protects against age being a factor in opportunities for promotion, assignment of benefits and selection for layoffs. With few exceptions the ADEA prohibits employers from including age as a criterion when advertising or posting notice for available jobs. The ADEA explicitly protects “whistleblowers” against retaliation as a result of filing an age discrimination

     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

Unions are organizations that are formed with the interest of protecting employees regarding workplace conditions. First, a law that was passed due to labor union facilitation was the Family Medical and Leave Act (FMLA). This act allows eligible employees to take reasonable unpaid leave for certain family and medical reasons, as well as allowing their group health benefits to remain active during the leave. Accordingly, this effort from the unions was to promote a working environment where employees would not have to make a decision of whether to care for loved ones or themselves due to the risk of being terminated because of excessive absenteeism or just quit their jobs. At the same time, FMLA allows husbands to be a part of the birthing of

The lack of a paid parental leave law in the country does not necessarily mean that it is absent in the U.S. labor market. Some generous and more progressive companies do recognize the importance of the leave to employees and do offer it. According to the Employee Benefits Survey of 2015, 21% of employers nationally offer some paid maternity leave while 17% offer some paid paternity/adoption leave. However, about a fifth don’t have any kind of protected maternity, paternity, or adoptive leave. (Ray, 8; Time, n. pag.)

The Family and Medical Aid Act (FLMA), of 1993, provides for 12 weeks of unpaid, job protected leave for certain specified events (8). Whilst one could refer to this as maternity or paternity leave if taken because of a pregnancy, this would not be strictly true. Where maternity and paternity leave are offered around the

A mere 12 weeks is the amount of unpaid maternity leave promised to working mothers under the Family Medical Leave Act (FMLA) in America. Although many mothers-to-be gladly take the dozen weeks off, American families are at a disadvantage compared to other families around the globe. The United States is the only industrialized nation in the world that does not guarantee or even offer paid maternity leave for working mothers; employers decide whether to provide paid leave for mothers. In the last few decades, more women have traded their aprons for briefcases. However, working women in the United States must choose to raise families while keeping their jobs. Currently, women in the United States must choose between their kids or their career. Mothers who decide to have families must stay at home with a new baby with no guarantee of a paycheck. New mothers should be guaranteed six months of fully paid maternity leave in the United States because they need to restore their health, paid leave helps the economy, and it promotes better health of the baby.

When a law is passed, it can have a large effect on the citizens of that area. It has been said that the first year of a child’s life is the basic foundation of their entire life. In order to make that first year successful, money, time and of course love are critical. However because the current policies that exist in America, mothers are denied an easy balance between work, money, and time for their children. The current policies regarding maternity leave are extremely outdated and need to be reformed to accommodate mothers in this day and age. If I could create a law in America, it would be a law upgrading the Family and Medical Leave Act, requiring all employers

There is about a six week to six month period right after a child is born where forming a bond with your child is quite significant. This period of time will help the child with setting a certain healthy routine, getting the house set for the child, and adjusting to the new life in the household. The value of having both parents by the child’s side can make a difference in how the child is raised or even how the child may perceive their own life. There has been occurrences where people feel worthless without one parent in their life. The bond that you create with your family in those six weeks or so is important to uphold and will make for stronger families. Those children that have been