An analysis of the Family Medical Leave Act (FMLA) of 1993, which was meant to remove gender bias involved in child care.
Written in 2004; 4,541 words; 5 sources; MLA; $ 118.95
Paper Summary:
This paper discusses the 1993 Family Medical Leave Act (FMLA). The paper explains the intention of the Act to remove gender bias involved in child care, claiming that firms might offer maternity and child-care leave to mothers, but rarely offered any sort of similar leave to fathers. The law also encompassed the worker's need to care for aging and infirm parents. The paper determines that the requirements of the FMLA were limited to firms with more than 50 employees, but it is reasonable to consider any firm with fewer than 100 employees to be a small business, running leaner than larger ones, and with less capacity to absorb loss of key workers, and in some cases, any workers, as well as less power to withstand the costs of complying with the law.
Outline
Introduction
Issue Statement
Methodology
History
Data Narrative
Findings and Recommendations
Conclusions
From the Paper:
"The Family and Medical Leave Act (FMLA) has a long history behind it, and it has a long road ahead of it until it begins to create the sort of 'cradle' for employees enjoyed in 98 percent of the rest of the world's nations. Meanwhile, it is spottily applied, bureaucratically run, and covers-inadequately, arguably-only 60 percent of the U.S. workforce. Despite its shortcomings, or possibly because of them if one considers the totally private price tag on the FMLA, it has enormous negative effects on businesses with fewer than 100 employees. (Phillips, 2002) Fortunately, it has no effect, yet, on those with fewer than 50 employees, although moves continue to arise pushing to extend the FMLA to cover business with as few as 25 employees, still under the privately paid design that punishes even the largest of the small companies. (Under the act, all government agencies regardless of size are encompassed in the Act's requirements.)"
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