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Pros And Cons Of Maternity Leave

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Should paid maternity leave and paternity leave be mandatory in the United States? If so to what extent? (The day the Family Medical Leave Act (FMLA) was approved became a historical day for women. National Partnership 3) The Family Medical Leave Act is a law requiring employers to provide employees job protected and unpaid leave for qualified medical and family reasons. From January 1993 to today the Family Medical Leave Act is unpaid, but a lot of families cannot afford to take the unpaid leave. In my opinion the Family Medical Leave Act should be a paid leave since it is only for qualified medical and family reasons. From 1984 to 1993 the FMLA law was introduced to congress but was blocked every year by well funded opponents. The FMLA law is to allow families to balance their family and work responsibilities by taking the unpaid leave for family and medical reasons. On February 5, 1993 Bill Clinton signed the Family Medical Leave Act and the law took effect six months later on August 5, 1993. Since the FMLA is unpaid, many families cannot afford to take the unpaid leave.
An FMLA candidate is required to give a notice about there leave 30 days before the start of their leave. (History of Family Medical Leave Act paragraph 26) Some employers ask for reports of situation/health after taking their …show more content…

Their employer is not required to pay them while they are on leave but they are required to keep their job open while they are on gone. If you plan on using the FMLA then you should wait to use your paid days and vacations days till you take your leave so that you will not have any financial issues on your leave. (Only if your employer allows you to use your paid days of that you are entitled to throughout the year on your FMLA leave.) Keep in mind that some employers require you to use your paid days off before you take the FMLA

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Employers aren't prohibited from disciplining employees while they are on FMLA leave as long as the leave isn't the reason for the discipline. Simply put, FMLA leave cannot be used as a shield to deflect warranted discipline. Krista J. Griffith and Lynn Mueller, editors of Minnesota Employment Law Letter, can be reached at kgriffith@felhaber.com or

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While on Family Medical Leave, the employer must retain the group health benefits and the employee has the right to be reinstated when the leave has ended. New Hampshire law also gives employees time off while temporarily disabled for employees of companies with 6 or more employees must comply. (http://research.lawyers.com/new-hampshire/employment-law-in-new-hampshire.html). Additionally, New Hampshire has also adopted a version of the Uniform Trade Secrets Act refers to revealing trade secrets as fraud (http://www.nolo.com/legal-encyclopedia/new-Hampshire-trade-secret-law.html). Lastly, New Hampshire is an employee-at-will state indicating that if there is no employment contract, the relationship can be terminated for any reason assuming it is not illegal.

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This means that the UWA would now negotiate their pay and benefits. Overtime back pay: There would be a lot of exempt workers who would want their employers to pay them for back payment of all the overtime they have put in. And because of this new rule, these

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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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Lilly Ledbetter Fair Pay Act History The Lilly Ledbetter Fair Pay Act of 2009 was signed into law by President Barack Obama, January 29, 2009. The purpose and goal of the Lilly Ledbetter Act is to amend the Civil Rights Act of 1964. This Ledbetter Act states that the 180-day statue of limitations for filing an equal-pay lawsuit regarding pay discrimination resets with each new paycheck affected by that discriminatory action. (https://en.m.wikipedia.org/wiki/Lilly_Ledbetter_Fair__Pay_Act_of_2009)

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A major reason women take leave in the work place. Gillibrand begins her editorial by explaining that President Clinton signed into law the Family and Medical Leave Act, similar to her FAMILY Act. The FMLA was passed with "bipartisan" support. By choosing to use progressive diction, Gillibrand express how the act was approved in unanimity. Not one but both sides of the house supported the act, establishing an encouraging tone.

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Namely being a protected way for employees to take off work in order to take care of themselves or their family members. According to Heather Boushey, Ann O'Leary, and Alexandra Mitukiewicz (2013) the FMLA has been used more than 100 million times by American workers to help balance the demands of the workplace and home. Data shows that those whose combined workforce totaled more than 520,000 — showed that employees were no more likely to request intermittent FMLA leave on Friday or Monday than on any other day of the work week. Of the more than 920,000 intermittent leave requests analyzed in the study, 19% were submitted on Monday and 17% were submitted on Friday, compared with 19%, 18% and 17% submitted on Tuesday, Wednesday and Thursday, respectively (Dunning 2013). Based on these statistics alone, employees obviously respect the Act and are using it for the intended purpose, although there are still some marginally errors that could affect the Act as a

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In addition, if an employee needs addition time to be off, than twelve weeks it will be granted. However, there has to be valid reason for the employee to have extra time off and should be granted. Employers around the United States need to understand that employees have a life outside work, which means time off may be needed. Many of the families can be complex, and each one them has different needs. As Coontz states (2010), “families have always been fragile, vulnerable to economic stress, and needful of practical and emotional support from beyond the nuclear family.”

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That is, the recent introduction of a paid sick law has positively impacted both employers and workers across New York City. Today, under the paid sick law, employees may receive five days off in the event of a personal or the need to care for a family member. Even

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The United States, the only high-income country and one of eight in the world that has yet to mandate paid family leave (Haymann, 2013). Paid family is a benefit that allows employees to take time off from work for the birth of a new child or family caregiving. Currently United States offers parents the Family Medical Leave Act (FMLA) option, which guarantees workers twelve weeks of unpaid leave to care for a new born (DORA, 2018). According to the White house, 39% of full-time American workers have access to paid family leave. The 2014 National Study of Employers (NSE) from families and work institute showed that only 14% of American employers offer paid paternity leave options.

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For my argumentative essay topic I will be discussing why employers should be required to pay maternity leave. Most people after they have a child take somewhere between six to eight weeks leave of absence from their place of employment. There are at least four states that pay maternity leave California, New Jersey, Massachusetts, and Rhode Island. Families that have children should not be put under financial stress due to an unpaid time off work. While they caring for their new baby is stressful enough adding to it by financial stress can be a burden.

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(EEOC). This was constituted under the Family and Medical Leave Act, FMLA, formed in 1993 and the American Disability Act, ADA, founded in 1990. The FMLA allows employees to take up to unpaid 12 weeks off for circumstances such as childbirth, illness, and other various emergencies. (EEOC). The ADA grants various rights to employees suffering from disabilities whether permanent or temporary.

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Moreover, life happens, an employee might have to render care to a sick family

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