Human Resource ( Hr ) Departments

The Family and Medical Leave Act of 1993 is known as “FMLA.” The FMLA Act was signed into law by President Clinton. The 1993 bill was an election promise of President Clinton's during his first campaign. The president signed the bill into

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 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 FMLA was the first legislation that Clinton signed after taking office. After that, employers and employees who are supporter of FMLA amended this to make sure it was incorporated in more workplaces and to help provide for paid leave instead of unpaid leave.

For this article, we were asked to research a subject related to our academic studies. Since I am attending in hopes of getting a degree in Human Relations, I chose Family Medical Leave Act, FMLA, as my subject. I currently work in Human Resources and handle FMLA cases as part of my responsibilities; however, there is so much involved I struggle with always knowing the proper steps to take with each case. Therefore, for this assignment, I thought I would take advantage of this opportunity and choose a subject that would not only complete the assignment, but also help me in my work life.

The Family Medical Leave Act was passed in 1993 and updated in 2008 and 2009. The law requires employers with 50 or more employees to allow up to 12 weeks of unpaid leave. The provision of the law would allow employees who have worked for one year and have worked at least 1,250 hours to use the unpaid leave for family or medical reasons (DeCenzo 267). It is important to note that the employee does not have to work for one year of continuous service, any combination of weeks worked that equal to 52 weeks makes and employee eligible for FMLA leave. If the employee has a break of seven years or longer, that time does not have to be counted towards the 52 weeks (United States Dept of Labor, 2017). To count the

The Family Medical Leave Act (FMLA) was eight long years in the making. After many bitter debates between the Republicans and Democrats, Congress passed the Act on February 4, 1993. President Clinton signed the measure into law the following day. The Act became effective on August 5, 1993. The Act required employers with fifty or more employees within a seventy-five mile radius to offer eligible employees up to twelve weeks of unpaid leave during a twelve month period for a variety of medical reasons. Some of the general medical reasons are, for the birth or adoption, to care for a seriously ill parent, spouse or child or to undergo medical treatment for their own illness. The Act spelled out provisions on employer coverage; employee

This was the first law designed to assist men and women meet the demands of work and family. The National Partnership for Women & Families along with the Clinton administration campaigned for this law for 9 years. Congress formulated the Family and Medical Leave Act to give job security to new mothers and workers who needed to care for sick relatives. Priot to FMLA enactment, the U.S. was the only industrialized nation without a comprehensive family-leave policy. Since 1993, FMLA has been used more than 200 million times by men and women needing to attend to their own serious health issues or to take care of an ill family member without jeopardizing their

During the time leading up to the passing of the FMLA, Congress came to the realization that there were many people dealing with family crises who were finding themselves jobless after taking off time to look after a sick relative or in order to return to a normal state of health themselves (Albiston, p. 3). The intentions of passing FMLA by Congress were to grant employees an attainable work-family balance, giving them some peace of mind when it comes to remaining employed all while having the ability focusing on familial matters (Albiston, p. 3).

B: Today, we are talking about The Family and Medical Leave Act, which provides certain employees with up to 12 weeks of unpaid, job-protected leave per year and It also requires that their group health benefits be maintained during the leave. This policy was signed by President Bill Clinton on February 5, 1993.

Requires that employers allow employees to take time off caregiving, medical, and family needs. Also allows medical leave for care of a new child, recuperate or to care for a family member’s illness.

The FMLA entitles eligible employees to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. http://www.dol.gov/whd/fmla/

On August 5, 1993 the amended Family and Medical Leave Act of 1993 (FMLA), was intended to help employees have a work life balance. This accomplishment placed the United Stated ahead of major barriers for the fair labor laws. Before having the amended FMLA put into place, employees were rarely granted job protection for caring for newborns, relatives and personal medical illness. With the new amended act, it allowed employees to take a leave of absence from their job and allowed protection from being fired or having to take a reduced work scheduled by force from the company. Initially, the bill had been introduced to Congress session for the past nine years and had been vetoed twice by President George H.W. Bush, although, in the 1988

In 1993, the United States passed the Family and Medical Leave Act (FMLA). Under this act, eligible employees are entitled to twelve weeks worth of unpaid, job-protected leave (with continued health insurance coverage as if they had not taken leave) per year for the following reasons: the birth and taking care of a child one year or younger; to care for an adopted/foster child for 1 year after the adoption/placement; to care for a spouse, child, or parent who has a serious health condition; a serious health condition that prohibits the employee from during their job; or any need that may arise due to the fact that the employee’s spouse, child, or parent is a covered military member on covered active duty. Eligible employees are also entitled to twenty-six weeks per year to care for a covered servicemember with

Family and Medical Leave Act (FMLA): a federal law that guarantees certain employees up to 12 workweeks of unpaid leave each year with no threat of job