Case Study: The Family And Medical Leave Act

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 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

of the original injury. This can be a problem when the employee takes FMLA leave "intermittently," to receive rehabilitative services or other treatments. It is essential that front line supervisors be made aware of the basic provisions of these laws to head off misunderstandings. Supervisor training is especially important since and employee is not required to make a specific request for FMLA leave in order to be protected. A uniform policy and supervisory training should help prepare an employer to handle these complex issues. The employer's ethical responsibility is to post notices of employee rights and responsibilities under the FMLA. Also include an FMLA policy in existing employee handbooks or otherwise distribute such a policy, and must notify employees of their rights and responsibilities under the Act when a request for FMLA leave has been made. Those in favor of a national standard for family leave have argued

Before 1993, there was no family and medical leave legislation in the United States. It was the only major industrialized country without one; and at that time, employers had the legal right to fire employees who needed to take time off to look after seriously ill family members. They could even legally fire women that required time off for pregnancy and childbirth if they were also denying time off for employees who were not pregnant when they were unable to work (Albiston, p. vii).

With regards to the Family and Medical Leave Act of 1993 (FMLA), Company X is in full compliance. The FMLA clearly states that if an employee of a company that has been with a company for more than 12 months, they are entitled to 12 weeks of unpaid, job protected leave every 12 months for qualifying events. Qualifying events would be considered as, but not limited to, child birth, serious medical injury or the placement of a child into adoption or foster care. There is a secondary provision in place that would allow you to take 26 weeks of unpaid, job protected leave for the care of a covered service member for serious injury or illness.

The Family Medical Leave Act or FMLA allows for employees to leave work for a

     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

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

In the United States, maternity leave is considering under the Family and Medical Leave Act. The Family and Medical Leave Act was constructed by the U.S. Department of Labor in 1993. This act states, “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: (A) Because of the birth of a son or daughter of the employee and in order to care for such son or daughter. (B) Because of the placement of a son or daughter with the employee for adoption or foster care. (C) In order to care for the spouse, or a son, daughter, or

The Expand Maternity and Paternity Leave Act (EMPLA) is a law that provides certain parents with up to fifteen weeks of paid, job-protected leave. The parents or single parent can start their maternity leave seven weeks before their due date and eight weeks after, around 75% of their normal pay. They can extend the leave for another two weeks if the child gets sick or has special needs. The fifteen weeks of paid leave annually for parents or single parent of newborn or newly adopted children. To be eligible for EMPLA, you must meet United States residence requirements, worked at least a year before their birth or adoption of their child, etc.

The title of the article I chose for this current event was Paid Family Leave: An Elusive Option for Many U.S. Workers. This article is about paid family leave that have children or other family situations. When reading Buttenwieser’s article, I noticed that she talked about how “ the 1993 Family and Medical Leave Act (FMLA), which allows employees to take up to 12 weeks of unpaid leave” (2015). In this case, it let the workers to take care a newborn or an ill relative deprived of dropping their work. The article stated that this law only applied to companies who had 50 or more people and who have worked an assured quantity of period. Buttenwieser stated that the “Family and Medical Leave Act gives essential employment insurances, numerous

Wal-Mart, one of the largest retailers in the world, is accused of misconduct in order to provide such low prices to their customers. Wal-Mart typically saves the average family more than 2,000 dollars per year (Ferrell, Fraedrich, & Ferrell, 2013). Wal-Mart states that they are working to provide their customers with the best possible price and goods as well as promoting a positive business culture for each 0f their employees. However, the company’s actions show otherwise. There are accusations of sweatshop-type working conditions, racial and gender discrimination, along with unethical leadership. For example, in years past research has shown that nearly half of all employees and their children are either on Medicaid or uninsured. Many believe

The amount of money which the employees are receiving seems considerably miniscule compared to the revenue which the heads of Walmart are receiving. Three members of the Walton family have a net worth of 144.7 billion dollars, receiving 3.4 billion in revenue a year each, and the CEO, Doug McMillon, receives 25.6 million in revenue while the store employees receive 9-15 dollars an hour, and factory workers receive less than a dollar a day. Employees are provided with unaffordable health care benefits, which would show Walmart wants to receive more from their employees rather than spend more on their employees. This just shows Walmart’s excessive need for profit, even though they receive 485 billion dollars in annual sales. Because of the amount of power that Walmart holds in governments and communities, the attempt to compete with them would be quite difficult. Walmart is a monopoly, which goes to show how capitalism drives them forward. The main drawback of the extreme capitalism of Walmart is that people become so infatuated with materialistic items that they do not notice how they affect other people’s lives; people begin to prefer profit rather than other people’s well-being and safety. For example, as stated before, Walmart does not seem to care about the safety of the factory workers as long as they get their products for a cheap

Some of the unfair practices that are given in Wal-Mart may be for the same reason that not as many benefits are given in that store than they are in any other local business. For example, Wal-Mart does not assure health care for any employee working under 30 hours a week according to a copy of the company’s policy. Under the strategy, slated to produce results in January, Wal-Mart additionally maintains all authority to take out social insurance scope for specific specialists if their normal weeks’ worth of work plunges beneath 30 hours - something that happens with consistency and at the heading of organization administrators. Work and human services specialists depicted Wal-Mart 's choice to prohibit laborers from its restorative arranges as an endeavor to breaking point

Sam Walton 's first venture as a milk boy is when he understood the value of a dollar and the knowledge of how far a dollar could take one in life. From Sam 's first five and dime stores in the 1950 's to his opening of the first Wal-Mart in Rogers, Arkansas in 1962, no one could have predicted the enormous success of this small-town merchant. Today, fourteen years after his death, Wal-Mart continues to grow and leadership of this company continues to rely on many of the traditional goals and philosophies that Mr. Walton left behind. In keeping one step