Sunday, October 6, 2013

Family Medical And Leave Act

Running Head : Family medical apply actFamily Medical ply Act (Name (Institution (Name of Instructor (SubjectFamily Medical throw ActIntroductionFamily and Medical Leave Act (FMLA ) cover all in all federal , state , and personalised employers with 50 or much employees who live within 75 miles of workplace (Mathis , 2006 . According to Mathis (2006 , only employees who have worked at least12 months and 1250 hours in the previous years are eligible for take offs under the FMLAThe justness requires that employers allow eligible employees to take a situations are : relationship , adoption , or surrogate care placement of a nipper caring for a spo implement , a squirt , or a parent with a serious wellness condition and serious health condition of the employeeBased on Mathis (2006 , a serious health conition is iodin requi ring in-patient , hospital , hospice , or residential medical care for continuing physician care . An employer whitethorn require an employee to provide a certificate from a revivify verifying such an illness . The FMLA provides a number of guidelines regarding employee leaves .
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As Mathis (2006 ) cited , the guidelines are as follows : employees taking family and medical leave mustiness be able to consecrate to the aforementi wizardd(prenominal) job of homogeneous experimental condition or pay health benefits moldiness be act during the leave at the same level and conditions - if , for a undercoat new(prenominal) than serious health problems , the employee! does not return to work , the employer whitethorn collect the employer- paid portion of the premiums from the non-returning employee the leave may be taken intermittently rather than in mavin parry , subject to employee and employee agreements , when birth adoption or foster electric razor care is the cause , for serious health conditions employer grace is not necessary employees can be required to use all paid-up vacation an personal leave in the descent taking unpaid leave and employees are required to obligate 30-day notice , where practicalLiterature ReviewThe Family Medical Leave a Act of 1993 represents one of the pieces of legislation passed by the Clinton administration . The FMLA pertains to employers with 50 or more(prenominal) employees , although legislation was introduced in June 1996 by Rep . Patricia Schroeder to expand the reporting to employers with 25 or more employees (Miller , 1997 . According to Miller (1997 , as defined by the police , all eligible employees must be given 12 weeks of unpaid leave for united reasons birth or adoption of a child or the care of the child , spouse or parent with a serious condition . Employee benefits must remain throughout the full(a) leave Based on Miller (1997 , the caveat is that the employer , afterwards the 12 weeks has expired , must re-employ the individual in the same or similar position with equivalent pay , benefits , and other footing and conditions of employment . Exemptions are only allowed if the employer is able to prove that the employee s absence seizure would result in a substantial economical sorrow in the business . In addition , the employer may terminate the leave if the employee ranks in the top 10 of the highest paid employees . Advocates of the law view it as a reflection...If you want to determine a full essay, order it on our website: OrderCustomPaper.com

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