Family Medical Leave Act

For a century family medical leave has been an issue in the United States of America (). Many are faced with conflicts between their work duties and family responsibilities in the current work society. It is difficult enough for employees to take time off when they themselves are ill, but employees are than burdened with the responsibility to find suitable arrangements for their children, elderly parents and other obligations. There has been a long history of unfair labor practices concerning family and/or medical leave since the early 1900s. As a result the Family and Medical Leave Act (FMLA) was passed in 1993. It protects the right of eligible employees to be entitled to leave when necessary under certain criterion and conditions. It also provides employees the opportunity to take time to care for their family. There is a tremendous amount of information on the Family Medical Leave, however it is key to understand what FMLA is and its effects on the workforce.
FMLA benefits the employee by allowing an individual to take up to 12 or 26 work weeks off if their situation is one of the reasons covered under the act. The employee is also eligible for health care coverage while taking FMLA leave. FMLA allows eligible employees to take the following:
Twelve work weeks of leave in a 12-month period for the birth of a child and to care for the newborn child within one year of birth
Twelve work weeks of leave in a 12-month period for the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement
Twelve work weeks of leave in a 12-month period for to care for the employee’s spouse, child, or parent who has a serious health condition
Twelve work weeks of leave in a 12-month period for a serious health condition that makes the employee unable to perform the essential functions of his or her job
Twelve work weeks of leave in a 12-month period for any qualifying exigency arising out of the fact