Abstract
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.)"

Tags:maternity, leave, employees

Abstract
This paper discusses the Family Medical Leave Act, or FMLA set up in the USA to allow working mothers and certain caregivers to be able to take a leave of absence from their jobs for the purpose of caring for newborns or other family members. The research presented discusses the application and implications of FMLA in order to provide a better understanding. The paper maintains that, while the government has a responsibility to look out for families, as it has done with FMLA, it also has a responsibility to protect businesses from excessive regulation.



Outline:
Introduction
Application of the Family Medical Leave Act
Implications of the Family Medical Leave Act
Conclusion

From the Paper
"In 1993, the administration of President Bill Clinton created and passed the Family Medical Leave Act, or FMLA. This set of regulations was designed to allow working mothers and certain caregivers to be able to take a leave of absence from their jobs for the purpose of caring for newborns or other family members in need of care that the working caregiver would be providing (Canty, et al, 2007). While on the face, it would seem that this is an excellent way to facilitate the wellbeing of families, the application and implications of FMLA in some cases means something quite different to employers. This research will discuss the application and implications of FMLA; upon conclusion of the research, all facets of this legislation will be better understood."

Tags:employers, enforcement, caregiver

Abstract
This paper analyzes the Family Medical Leave Act (FMLA) of 1993. It discusses the purpose of the law and how it has assisted employees who are eligible for it. The paper looks at who the law applies to and what conditions it guarantees, as well as what provisions it makes. Finally, the paper discusses the limitations to FMLA's coverage.

From the Paper
"Although the FMLA is very specific and the DOL has clearly explained provisions of the law, it has been the subject of some controversy. In Nevada Dept. of Human Resources v. Hibbs, 538 U.S. 721 (2003), Hibbs, an employee of the Nevada Department of Human Resources sought leave under the FMLA to care for his wife. His request was granted, but the Department eventually informed Hibbs that his leave was exhausted and told him to return to work. Hibbs failed to do so and was terminated. Hibbs sued the Department, seeking monetary damages for interfering with Hibb's exercise of FMLA rights. The Supreme Court determined that state employees could recover monetary damages in federal court for a State's failure to comply with the FMLA. This was an important holding because the Eleventh Amendment generally bars suits against the states in federal court. However, the Court determined that when Congress specifically intends to abrogate Eleventh Amendment immunity, it can do so, and that it did so in the FMLA. Given that one of the purposes of the FMLA was to end gender-based discrimination in the taking of leave, that motive was substantial enough to end Eleventh Amendment immunity."

Tags:labor, employee, health, care

Abstract
This paper reports that the FMLA requires all covered employers to grant their eligible employees up to 12 weeks of unpaid leave in a 12-month period for four main reasons: To give birth or to take care of a newborn child; to adopt a child, take in a foster child or to take care of a newly placed child; to care for sick family members, meaning a spouse, child or parent and allows employees who are ill and unable to work an extended leave period. The author feels that the greatest problem with the FMLA lies in the difficulty of determining what counts as a "serious health condition." This paper quotes studies that show that the FMLA has not resulted in greater hardships to companies and businesses or in increased worker absenteeism.

Table of Contents
Overview
History
Assessing the FMLA's Effects
Problems with Implementation
Employee Concerns
Problem Areas
FMLA Reforms
Employer Reforms
The Next Step
Conclusion

From the Paper
"While employer complaints are mostly anecdotal or backed by private-interest research groups, these successful court decisions set precedents that demonstrate the need for FMLA reform. First, there is a need to clarify what illnesses fall under the classification "serious health condition." Critics argue that current definition of a serious health condition is too broad, including minor illnesses that are already covered by sick leave policies. In addition, while many workplace policies already provide for chronic conditions, employers believe that the FMLA regulations regarding chronic illnesses are particularly prone to abuse. Advocates thus believe that FMLA reforms should start by disqualifying short-term illnesses and other conditions with relatively brief recovery periods. Employers should also be given the right to verify the medical information on an employee's health form directly from the healthcare provider. Employers and human resources professionals have also identified several problems with the complicated procedures regarding leave requests and notices."

Tags:birth, illness, employee, leave, absenteeism

Abstract
This paper addresses the Family and Medical Leave Act of 1993. It examines why it was created and passed, as well as its effects - both positive and negative - on the economy and the workplace. The Act provides unpaid leave for both parents when a child is born, but many choose not to take this leave because it is unpaid. The paper also addresses shortcomings of the Act and how it could be expanded in the future.

Tags:AMERICAN STUDIES AND HISTORY / ECONOMICS, LABOR, family medical leave

Abstract
This paper discusses the history, application, and current environment concerning the Family and Medical Leave Act (FMLA) of 1993. The paper also discusses the roots of the FMLA and its application in the current employment environment.

From the Paper
"In the United States Congress passed into law the Family and Medical Leave Act (FMLA). The purpose of the FMLA, as enacted by the Congress, is to allow employees to take time off from work for family or medical reasons without fear that their employment would be jeopardized or terminated as a consequence. A majority of the individual states also have legislation in place allowing for a leave from employment for family or medical reasons..."

Tags:government, legsilation, Family and Medical Leave Act

Abstract
The Family and Medical Leave Act has evolved considerably since its inception in 1993. Since then, employers and employees alike have been struggling with the administration of the program and the costs associated with it. The lack of knowledge in FMLA laws and the misapplication of the Act have been two of the reasons for numerous lawsuits. Does a concerted effort to inform, educate, train, and monitor an organization's FMLA compliance responsibilities reduce the administrative and legal costs of the organization? This paper offers the history of FMLA, key administration items, consequences for non-compliance, suggestions for lowering the risks of litigation, and research methods for obtaining information regarding FMLA. Several tables are included with the paper.

Contents:
Abstract
History of the Family and Medical Leave Act (FMLA)
Background
Time-line and Evolution of the Act
FMLA Administration
Eligibility
Entitlements
Maintenance of Health Care Benefits During Absence
Employer Responsibilities under FMLA
Employee Responsibilities under FMLA
FMLA Violations
Family and Medical Leave Act Enforcement Increased
Consequences of Noncompliance
Suggestions on How to Lower the Risks of Litigation
Outsourcing Human Resources Management Responsibilities
Electronic Program Administration
Training and Education
Certification Programs
Online Resources
Conclusion
Research Methods
References
Appendix

From the Paper
"According to the available information regarding FMLA administration and violations, many of the lawsuits and much of the legal fees could have been avoided had the companies invested in training and education, outsourcing of HR responsibilities, or through the purchase of FMLA management software. Training and education seems to be the key to the successful administration of the FMLA program. There are a variety of sources where employers and employees can go to get training and general information regarding the Act."

Tags:administration, litigation, acts, law

Abstract
This paper describes the Family and Medical Leave Act, which was designed to create a business environment that is supportive of the needs of the family, and the regulations it applies to businesses. The paper then looks at the history behind the act and some of its disadvantages.

From the Paper
"Dispute has arisen over the enforcement of the FMLA because of the costs involved for the employer. While no employer wants to take an anti-family stance, the costs of maintaining an employee's position in a company while they are on extended leave are enormous. The employer must either hire temps to fill in the position, or entice laterally positioned employees to handle the additional work load for a short period. In the case of the temp, the employer has to absorb the training costs. Then once the regular employee returns to his or her position, the employers investment into the temp, who may just be settling into the position after 12 weeks, is lost as the temp is displaced. The resulting employee two-step can disrupt company productivity, harm customer service, and ultimately have a long term effect on the company's competitive posture. While the needs of the employee and their family are important to the community, and the health of the company, the profitability of the company is the most important reason for its existence. Government policy which adversely affects the company's ability to be efficient and profitable is due to encounter court challenges."

Tags:fmla, employers, leaves, of, absence, ill, newborn, children, care, sick, loosing, job

Abstract
This paper examines the Family and Medical Leave Act (FMLA) which was passed in 1993 and permits employees to take a leave of absence from work in order to take care of a sick family member or because of personal illness. The paper explores the act with respect to the airline industry and to Delta Airlines, in particular. It looks at how a company such as Delta Airlines can exceed FMLA standards and balance its obligations to the employee while also working to preserve its economic sustainability.

Table of Contents:
Introduction
The Family and Medical Leave Act and Social Responsibility
The Family and Medical Leave Act and the Airline Industry
Delta Airlines and the Family and Medical Leave Act
Balancing the Needs of the Company with the FMLA

From the Paper
"Delta Airlines is often used as a representative case study of the FMLA due to its emphasis on the workplace culture. Delta Airlines has historically been focused on employee integration as a means of ensuring a stable and satisfactory workplace for all persons working within the company. Also, after the Reagan Administration cracked down on unionization within airlines in the 1980s, Delta Airlines sought to maintain a fair and equitable working environment through implementing numerous regulatory policies where the workers had control over certain internal policy decisions. While Delta Airlines has never been an employee-owned company like U.S. Airways, it has sought to include the views of the employees in its decision-making policies and also has sought to reduce the distance between the worker and management. This has promoted an environment of inclusion within Delta Airlines, where employees are encouraged to consider themselves valuable contributors to the success of the company as opposed to interchangeable, expendable parts within an autonomous system."

Tags:union, regulations, employees, rights

Abstract
This paper explains that the Family and Medical Leave Act of 1993 (FMLA) was designed to help those individuals who need to care for either a close family member with a serious medical disorder or to assist employees when a serious medical condition arrives without notice. The paper first describes some of the provisions of the FMLA, including entitlements to leave, the maintenance of health benefits during leave, job restoration after leave, and protections for employees who request or take FMLA leave. The paperalso relates the process by which an employee can use FMLA leave. The paper concludes that the success of this legislation has led many states to pass similar acts.

Table of Contents:
Introduction
Leave Entitlement
Maintenance of Health Benefits
Job and Benefits Protection/Restoration
Notice and Certification
Illegal Acts
FMLA Case Examples
Conclusion

From the Paper
"As is the case with many federally-backed laws, the FMLA includes a number of items that are required by both parties. First, an employer is not allowed to "interfere with, or deny the existence of any right provided" by the FMLA. In addition, an employer is not allowed to "discharge or discriminate against any individual for opposing any practice or because of involvement in any proceeding related to FMLA," meaning that employers must adhere to all anti-discrimination laws within the United States."

Tags:entitlements, health benefits, job restoration, states case