An employee took time off due to his wife giving birth prematurely. His requested time off was approved by his original manager as the employee qualified for FMLA since he has been with the company for two years and was for the care of his spouse. Under (1)”FMLA rules certain employees can be provided up to 12 weeks unpaid, job-protected leave per year. The employee must work for the company at least 12 months, have at least 1250 hours during the 12 months and the where the employee work, the company must employ at least 50 employees within 75 miles”.…
The Family and Medical Leave Act of 1993 is one that ties in heavily to the first situation. “The Family and Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid, job-protected leave per year” (Solis, N.D.). This leave must be for the birth and care…
In order to qualify for protection under FMLA, the employee must meet specific criteria. First, the employee must a full time employee that has worked for the employer a minimum of 1250 hours over the last 12 months (Provisions of the FMLA). In this situation Employee A is described as working for the company for over two years so we can assume that this qualification has been met. Second, the employee must have a valid reason for the leave to be covered under FMLA. FMLA covers a number of different causes for leave. In this situation, Employee A would qualify since leave for the birth and care of a newborn child is covered under FMLA. Third, the job restoration must be considered. FMLA allows a maximum of 12 weeks of job protection for most situations. The employee return to the same position held prior to the leave or an equivalent position. In Situation A, the employee was on leave for 11 months and requested to return to his same position.…
The reason for the leave must be for the care of a family member who has a serious health condition or one 's own health condition. Employee A asked for the leave to take care of his wife who had prematurely given birth to twins. In fact, this is one of the reasons listed in the FMLA for this type of leave. It is not difficult to discern that this is a serious medical condition which requires continuous care of the patient. Therefore, employee A should not be subjected to any victimization upon his request of leave. Focusing on the duration of the leave, an employee is entitled to up to 12 weeks of this type of leave, so long as the right paperwork is provided. Employee A had been out for 11 weeks, hence, was still within the statutory period of 12 weeks. Since the issue of paper work is not a concern…
Situation A involves an employee who requested and was granted 11 weeks of leave from work with the birth of his children. With 75 employees, the company meets the 50 employee and above requirement to implement the Family and Medical Leave Act (FMLA). Therefore, the company is required to allow up to 12 weeks per year of leave to eligible employees for medical issues affecting the employee or the employee’s immediate family member(s). The company was correct in granting this leave to employee A.…
The FMLA entitles eligible employees to take up to 12 work weeks of unpaid, job protected, leave in a 12 month period for specified family and medical reasons. Title 1, sec 102, subsection 1(a) of this act specifies that the birth of a son or daughter of the employee is an eligible reason for the leave. Therefore, as long as the employee is eligible for the leave he is entitled for the time off.…
On July 20, 2012, Caroline Winter published an article in Bloomberg Businessweek titled “Is Paid Sick Leave Good for Business” stating there is a group of women seeking a bill that would require companies to pay sick leave. This group is being led by feminist author Gloria Steinem. Cities such as San Francisco, Washing D.C., and Connecticut have implemented paid sick leave as a city ordinance but New York’s City Council Speaker, Christine Quinn has previously voted against and continues to oppose this request. Although it is a good policy, because she believes passing this bill that requires companies to pay sick leave will cause undue hardship especially in today’s volatile economy (Winter, 2012).…
When a family splits, separates, divorces or a child is born out of wed lock for whatever reason one of the most difficult decisions to make are custody arrangements. Over the years the government has shifted its views from the child’s mother being the best fir for primary custody to “the best interest” of the child. What’s in the best interest of the child consists of both tangible and non-tangible things. The necessities include the ability to provide food, shelter and a a safe environment are important but also the stability of the parent psychologically and their mental health also begins to become part of the importance to the child. The person…
In 1993, The state of Oregon passed The Oregon Family Leave Act. This act requires to provide eligible workers with protected leave to care for themselves or family members in cases such as death, illness, injury, childbirth, adoption, or foster placement. () There are certain specific requirements an employee must meet in order to receive time off from work. The fundamental purpose of the act is to ensure employees have the choice to withdraw from work under special circumstances without worrying about losing their job and/or seniority. * The Oregon Family Leave Act is a great safety net for those who are employed with big companies, and have been at with their companies for an extended period of time.…
According to the United States Department of Labor (DOL), The Family and Medical Leave Act (FMLA) of 1993 mandates that employers who have 50 or more employees living within 75 miles of the worksite, must provide a minimum of 12 weeks of unpaid job protected leave. The employee must have worked for the organization for a minimum of 12 months and must have clocked a minimum of 1,250 working hours within that 12-month period. Congress passed this law in 1993 under President Bill Clinton, and it “is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate the legitimate interests of employers and promote equal employment opportunity for men and women”. (U.S. Department of, 2009) Prior to the Family and Medical Leave Act, it was up to the discretion of each individual employer to determine if they would allow for an employee to be granted time off to deal with family and/or health related issues. Employees’ requests could be denied for any reason and they could also be fired. There was no consistency across the board in regards to these matters. After the law was passed in 1993, employees are now able to take time off for reasons including, but not limited to caring for a newborn or newly adopted child, caring for seriously ill immediate family members, and recovering from their own serious illness. If an employee has to take time off for any reason that legally falls under the realm of FMLA, employers are required to retain the employee’s position or restore the employee to a substantially equal position in pay, benefits, and responsibility.…
In an early years setting, it is essential that a practitioner supports the children’s play, learning and development because this will then enable certain learning goals to be achieved in relation to the early year’s foundation stage framework for development. These learning goals that the practitioner will help to support the children develop will have an overall effect on how they are able to learn and behave later in life. Also, by the practitioner helping to support each child, any disabilities (physical or mental) will be noticed and supported much earlier on in the child’s life which will make things easier for them as they will have a stronger support system put in place.…
Advocates and policymakers have been calling out for paid family leave policies; some of these campaigns have seen recent successes. With the callings, a number of bills also have been introduced in the U.S. Congress that would expand the right to access family leave.…
When it comes down to choosing the best childcare option for your child, the first factor that most parents look at is: what that particular child needs. Now, there is nothing wrong with that, but there are a number of factors that needs to be considered prior to making that final choice. The decision of whether to send your child to a commercial daycare center or an in-home family childcare should depend on more than just the need of the child. Parents need to also consider environment, cost, certification, daily schedules, and provider to child ratios.…
This article is about the impact of working mothers on child development, as well as the effect of newborn mothers and families. This article goes into detail about how mothers working part time, full time, or staying at home with their newborn baby’s, affects the mothers and child’s welfare. The question that is posed by the author is as follows; what effect does working versus non-working mothers have on a child development, motor skills, as well as temperament? Also the question that is posed is what effects does working verus non-working have on the mother? The hypothesis that is proposed by the author is that being a stay at home mother is most beneficial to the child during its early years. There is a multiply of variables…
Gaining work experience is critical in today’s society. Moreover, it helps individuals develop their characteristics and social relationships. Hence, it is important for children to participate in any types of paid work. The only problem with this approach is that children can be easily exploited or they can lose track of their studies which are way more important to them. This essay gives a personal viewpoint on how paid work affects children’s development.…