Family Leave Act
Family and Medical Leave Act
The Family and Medical Leave Act established in 1993 is for working individuals to take unpaid leave for up to twelve weeks in a one-year time period (“The Family,” n.d.). The act grants insurance, wage and job security upon return for specific medical and family obligations. Such circumstances include the delivery of a child, adoption of a child, care for an immediate family member with a severe medical condition, a serious health condition themselves or care for an injured military member. To be eligible for the Family and Medical Leave Act (FMLA) an employee must be employed for a minimum of twelve months, 1,250 hours and their workplace employ at least fifty people within 75 miles (“The Family,” n.d.). An
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An employer must not discriminate during the hiring process, firing process, for promotion, benefits and/or any responsibilities or training (“Age Discrimination,” n.d). The act applies to all state and local governments, employers and facilities who employ at least twenty or more personnel (“Facts About,” 2008). The few circumstances when an employer can discriminate is when age is an absolute “bona fide” requirement for a job, such as a “Vogue” magazine model. Another exception is when an individual was selected over a younger employee solely based on age, regardless of the impact on the younger employee (“Facts About” n.d.). It has successfully protected employees over forty since its enactment and has demonstrated the need for legislation that combats age discrimination in the …show more content…
W. Bush, who modeled it after the Civil Rights Act of 1967 (“Introduction” n.d.). To be classified as disabled under the ADA one must have a bodily impairment that significantly limits life activities (“Introduction” n.d.). One of the statutes made employment discrimination of a disabled person illegal if practiced by employers, governments, transportation services, public events, labor unions and many other organizations. The ADA also encompassed such aspects as reasonable accommodation to compensate for the individual’s disability, ease of access to public accommodations and communication settings for the visually or hearing impaired (“What Is” n.d.). The act emphasized however, to create opportunities for disabled people to enjoy American life and
The Case Of Jeffrey Angstadt Vs. Staples Contract And Commercial, Inc.
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988 Words | 4 PagesThe 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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Family Medical Leave Act
440 Words | 2 PagesFamily 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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