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FMLA (DB4) - Essay Example

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The FMLA enables eligible employees’ families to have job-protected leave for the stated family and medical reasons and the ability to take…
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FMLA (DB4)
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Family and Medical Leave Act The FMLA was implemented to assist and meet the balance workplace demands with the medical needs of employees as well as their families. The FMLA enables eligible employees’ families to have job-protected leave for the stated family and medical reasons and the ability to take job-protected leave for the adoption of a child or birth. With the extension of group health insurance compensation under the similar terms and conditions as if, the worker had not taken vacation (Washington, DC 2014). Qualified workers are entitled to 12 workweeks of leave annually for the birth of a child. Therefore, taking care for a newborn, a serious health condition, and any qualifying emergency arising out of the fact that the employee’s family.
In addition, the eligible staffs are entitled to 26 workweeks of leave per annum. This is to care for a covered service member with a serious illness or injury. Not every employee is eligible because working does not necessary means that the worker is protected for extended leave under the FMLA. Organizations should put consideration and believe that the FMLA is a helpful law that has aided workforces reasonably well. Although employees often articulated a desire for greater leave powers, employers frequently expressed frustration about problems in preserving the required staffing levels and managing attendance in their workplaces. Mostly, when employees take work leave on an unscheduled basis with no advance notice (Washington, DC 2014).
For instance, the RFI Report indicated that time-sensitive companies, for example, public health, transportation operations, and safety operations might be especially impacted by employees taking unplanned and irregular FMLA leave. If a worker is having a very difficult pregnancy, and advised by a doctor to take off time before delivering the baby FMLA Act covers her. Any pregnancy-related leave that is medically necessary one is eligible to take a leave under the FMLA she can do so at the time it is medically necessary, intermittently or all at once. Secondly, when the employees are adopting a child, they are permitted to leave under the FMLA, and are paid. Like biological parents, adoptive and foster parents who are entitled to FMLA leave may take up to 12 weeks of leave. In order, to help the worker to care for her child when he or she arrives as part of the adoption (Washington, DC 2014). This also applies to a child for whom you recently assumed parental responsibilities such as a foster child.
References
Washington, DC 20009, Questions and Answers. (2014). Guide to the Family and Medical Leave Act (FMLA). National Partnership for Women & Families, 7, 1-37. Retrieved from http://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=10&ved=0CGcQFjAJ&url=http%3A%2F%2Fwww.nationalpartnership.org%2Fresearch-library%2Fwork-family%2Ffmla%2Fguide-to-fmla.pdf&ei=tHlNVPeVB5LnaODVgLAH&usg=AFQjCNGAviSlFSGdgsS_Yzg5IiAJtFET_Q&bvm=bv.77880786,d.d2s Read More
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