FMLA Summary
The author of this report has been asked to do a summary and review of what has come to be known as FMLA, which is short for the Family Medical Leave Act. Within this report there will be a review and summary of the relevant employment law. There will then be a construction of an overview of the law that includes a rationale for said law, who is affected by the law and other relevant or related information. Third, there will be the proposal of a method, process, system or tool so as to ensure compliance with the selected employment law. Fourth, there will be an explaining of the benchmarking and best practices procedures that could and should be used for the law. Finally, there will be a listing of recommended strategies for healthcare leaders so that organizational compliance with the law can be monitored. While people taking FMLA can be disruptive for a business, allowing people to handle important life situations and events in this manner is the right thing to do for the employee and for society.
Questions Answered
Relevant Employment Law
The real and major piece of the law that could and should be consulted for this section is the law itself. Indeed, the Family Medical Leave Act (FMLA) was passed as a freestanding and self-sufficient law in 1993. However, the original law actively excluded people that were not legally married under the laws of the states of the Union. This meant that gay couples were excluded even though they were legally married in their state of residence. Beyond that, the law is basically intact from its original manifestation in 1993. The law allows...
Family Medical Leave Act gives the right to eligible employees to get unpaid and job protected leave from their employers for their family and medical reasons. According to FMLA if employees are eligible then they can take 12 workweeks leaves in a year. Employees take these leave if they are facing serious health problems. Under this Act employers are required to give unpaid leave to employees for family and medical
FMLA Family Medical Leave Act Under the Family and Medical Leave Act (FMLA) of 1993, 29 U.S.C.S. § 2611-2654, certain employees are guaranteed up to twelve weeks of unpaid leave per year in order to attend to personal medical problems or medical problems experienced by certain eligible members of their family. In order to be an eligible employee under qualify under § 2611, an employee must have worked for at least 12
One reason for the lack of impact, according to the study, is that few employees can afford to take advantage of the law's unpaid leave provisions ("Family Leave Act has little impact," 1994, p. 4) Not only do employers have to now contend with making sure they are following all of the regulations and rules under the FMLA, they too must deal with the increased number of court cases evident
" The same trend is occurring in the public sector though not as quickly and not on such a wide scale. Currently there are just under 300 colleges, 150 city and county governments and 13 state governments offering their employees domestic partner benefits that are equal to the benefits provided to their married employees. One of the benefits of including domestic partners in company benefit packages is that it helps to boost
The already-begun and ongoing retirement of the so-called "Baby Boomer" generation already has many employers worried concerning the size and effectiveness of the workforce, and appropriate use of the Family Medical Leave Act is essential to ensure that the United States still has a large and energetic pool of workers available for employers (Brown 2005; Holmes 2008). The most obvious constraints on employees seeking leave under the Family Medical Leave
Family Medical Leave Act Before the Family and Medical Leave Act (FMLA) was signed into law in 1993, the United States was among the few industrialized nations with no such legislation in place. Employees had to make do with piecemeal legislation, such as the Pregnancy Discrimination Act or with leaves won through union contracts or policies with more enlightened employers. The FMLA, however, was a controversial piece of legislation. On one side, employers
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