Role of FMLA in the Workplace
The Family Medical Leave Act (FMLA) was enacted in 1993 to give eligible employees the right to take up to 12 weeks of unpaid leave when faced with certain family or medical situations. The U.S. Department of Labor oversees the law, which has many restrictions and provisions.
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Restrictions
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Only employers with more than 50 employees are required to offer FMLA, and they can require employees to use accrued leave time. To be eligible, employees must have worked at least 12 months and 1,250 hours for the same employer.
Children
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Taking time off for the birth or adoption of a child is included under FMLA; this also includes the placement of a foster child.
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Care Provider
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Employees who are the main care provider for an ill spouse, child or parent may be eligible for leave under FMLA.
Health
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The American Federation of State, County and Municipal Employees (AFSCME) states that employees with a serious health condition may be eligible for leave; these include pregnancy complications, chronic illnesses or conditions that require ongoing treatment.
Military
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In 2008, an addendum was added to FMLA called the Military Caregiver Leave; if a service member is injured in the line of duty, a family member may take up to 26 weeks of unpaid leave for his care.
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References
Resources
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