Fmla Law Case Study

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

This is because the FMLA stipulates that in order for the employee to be eligible, he or she needs to have worked for the organization which employs 50 or more employees for at least 12 months. Also, Julie has worked full time for her employer and is designated by her employer as a full time worker. Since Julie is a full time employee, this also qualifies her for benefits under FMLA. Furthermore, according to the FMLA and their fact-sheet, Julie is entitled to take 12 months of leave in order to adopt her new baby. This leave has to be taken as a continuous block of time unless her employer will allow her an exception to take intermittent leave. Furthermore, Julie also has a right to take this leave before the child is adopted and placed with her. In order to do this, Julie must be taking the leave in advance to arrange adoption services, meet with the adopted child 's representative, attend a court appointment, consult with an attorney about the adoption, or any other special event or meeting which has something to do with the adoption. This time will be counted as part of her leave and the leave will end after 12 months when her new baby has been placed with her U.S. Department of Labor (2012). According to the law and the information that we have, Julie will qualify for FMLA

According to the act, as we have mentioned before, FMLA only covers private employers in which the business employs 50 or more employees. Since Steven works for a private organization which only employs almost 30 employees, this is one fact that will disqualify him for FMLA leave. Second of all, not just any employee who ends up being employed for an employer who is covered can actually take advantage of what FMLA has to offer. In order to gain benefits from this act, the employee has to be employed by the business for at least 12 months. Since Steven has only been employed for 7 months, this unfortunately further disqualifies him to the benefits under this act. Even