you will write a paper analyzing the Family Medical Leave Act (FMLA).
Discuss the law from the employee and the employer’s perspectives.
Analyze the way that this legislation impacts the way that business is
done and the way the business must deal with employees and employee
issues. Consider both genders under the FMLA. Evaluate whether or not
the reasons why these laws are still necessary. Include in your
analysis of current publications that support or add to your analysis
and evaluation. Find five current references from research articles or
publications. You can select your state or a state of your choosing.
Length: 5 to 7-page paper, not including title and reference pages
References: Include a minimum of 5 scholarly resources.
The completed assignment should address all of the assignment
requirements, exhibit evidence of concept knowledge, and demonstrate
thoughtful consideration of the content presented in the course. The
writing should integrate scholarly resources, reflect academic
expectations and current APA standards
Info:
FMLA and the Courts
The Family and Medical Leave Act of 1993 (FMLA) is a United States
labor law requiring covered employers to provide employees with
job-protected and unpaid leave for qualified medical and family
reasons.
FMLA has been extremely controversial since its passage. As a federal
law, all employers in every state must comply with it. Organizations
can write specific policies that govern some procedures when an employee
requests an FMLA. However, an organization must be careful not to
discriminate against an employee who is considered under the FMLA
regulations. A description of the FMLA can be seen below.
What is the FMLA of 1993.
It is also a major area for lawsuits when an employee takes off time
from work due to the birth of their child. Very often employees
returning from leave report experiencing that they are being retaliated
against or passed over for promotions due to taking time to be with
their new child. In addition, there are situations where new mothers
return to work earlier than planned due to harassment or threats from
their employer. The other source of conflict occurs in terms of time and
pay issues that arise during such leave (HR Dive, 2019).
In addition, employers may allow more leniency in terms of FMLA and
go above and beyond what the law requires. For example, the law says
that a person is entitled to 12 weeks off for the birth of a child, but
an organization may go above and beyond and allow them 24 weeks of
unpaid leave. Again, the organizations can add to the laws, but at a
minimum must comply with the laws that are set by the federal and state
governments.
References
HR Dive (2019). Workers on FMLA leave have no right to be left alone court says.
More References:
Things Employees Should Know about the FMLA Act
Madell, R. (2020). Things employees should know about the FMLA Act. U.S. News.
FMLA – A Primer for HR
SHRM (2020). FMLA – A Primer for HR.
A summary guide for HR personnel to understand the FMLA Act.
Back to Basics: A Rookies Guide to the FMLA
HR Dive (2018). Back to basics: A rookies guide to the FMLA.
A beginner’s primer on the FMLA Act.
5 FMLA Hot Topics
Mostrom, C. L. (2016). 5 FMLA hot topics. Benefits Magazine, 53(7), 26-33.
The article discusses the topics tackled in the Family and Medical
Leave Act (FMLA) of the U.S. that present challenges to employers or
might trip up employers in various court decisions.
