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Family Medical Leave Case Study

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The Family Medical leave act of 1993 what put into law to help family’s juggle the stressful demand of real life. According to the Wage and Hour Division, employers must offer Family and Medical leave if they have more than 50 employees for more than twenty weeks in the previous calendar year. The next thing the FMLA discusses is which employees qualify to take a covered leave. The first thing is they must work for a covered entity. The guidelines that must be met is that they have been with there employer for 1 year, and have worked at least 1,250 hours in the previous year before the employee has requested this type of time off. They also have to meet the requirement that they are employed where there are 50 or more employees. If an employee
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Family Treatment Court of Rockland County is a court system that operates in a similar fashion to the more popularly known Drug Court. However, Family Treatment Court (FTC) operates with wider jurisdiction and greater power in comparison to Drug Court because of the type of parties (i.e. children and families) it handles. As a requirement, participants in FTC must fulfill both short and long term obligations and goals in order to graduate from the program and eventually be reunified with their children and families. Participants in FTC are obligated to not only appear in court and maintain sobriety, they must attend self help meetings and participate in an Substance Abuse Program along with other obligations the court may deem necessary to

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The number of weeks that an individual could take off for emergency fluctuated between 18 weeks in 2 years (original bill) and the finally agreed upon 12 weeks of unpaid leave in a 12 month period to care for either a new baby or an ill family member through multiple compromises with different week allowances. The number of workers that qualified a business for being included in this act changed from 5 to 15 to 20, 30, and then was settled at 50 employees. This Act would apply to businesses with 50+ employees within a 75 mile radius. This change in the number of employees that would bind the company to comply with the FMLA ultimately freed up small businesses. Lobbyists from the SBA then had nothing to argue for in regards to this bill, and moderate Republicans were then comfortable voting for the bill.

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The FMLA law stands for the Family and Medical Leave Act of 1993. This law helps cover some aspects of employee sick leave, what type of leave the employee is entitled to, and what laws and regulations that the employer should follow with all of its employees. This act helps employees by giving them all the way up to 12 weeks of unpaid sick leave for their own serious health problems/illnesses, the adoption or birth of a child, and/or to care for an ill child, spouse, or parent. This part of the act stipulates that any business with 50 or more employees must provide this service to all employees who qualify. In certain cases, the employer also has the right to utilize the qualifying employee 's paid annual or sick leave as a part of the whole

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The Family and Medical Leave Act The Family and Medical Leave Act (FMLA) of 1993 allows employees who are eligible to take an unpaid leave of absence up to 12 weeks each year from a covered employer for medical conditions that prevent them from performing their job duties or to care for a family member with a health condition (FMLA, n.d.). FMLA allows for prenatal complications, the birth of a child and the adoption or fostering of a child. For an employee to be eligible they must work for the employer at least 12 months and have at least 1,250 hours of work during that previous time (FMLA, n.d.). A private sector employer that employs 50 or more employees within 75 miles of the worksite is a covered employer (FMLA, n.d.).

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Family Medical Leave Act (FMLA) what is it you ask? Well it is a regulation that became effective August 5, 1993 for most employers and employees, it provides certain employees to take up to 12 weeks of unpaid, job-protected leave a year, and requires group health benefits to be maintained during the leave as if employees continued to work instead of taking leave. This FMLA information is online at (https://www.dol.gov/whd/regs/compliance/1421.htm) along with plenty other online sources.

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