Family and Medical Leave Act.

Employee Safety, Health, and Welfare Law Paper. On February 5, 1993 President Bill Clinton sign(a) the Family and medical set aside Act (FMLA) into law, creating a matter policy of granting workers up to twelve weeks of unpaid leave for gestation, baby wield, or to tending for themselves or family members in the event of unappeasable injuries and illnesses.1 The Family and Medical Leave Act generally c overs private-sector employers with more than 5 employees, and all domain agencies. In order to be eligible for leave, employees must drive radical been employed for at least one year, and have worked 1,250 hours over the prior year. The edict excludes employees at any worksite when the company has fewer than 50 employees works within 75 miles of that site. FMLA provides for leave in four situations: -for pregnancy; -to superintend for an infant (including newborns, adoptions, and newly-placed foster children) -to care for a carnal knowledge with a serious health condi tions; or -to abandon the employee to be cured _or_ healed from his or her own serious health condition. The estimate of a federal leave standard was controversial, and remains so to this day. Supporters argues that, curiously as more women entered the workforce, workers should have a intelligent rightfulness to take leave as needed to care for family members who were throw or injured, or to care for infants.

Family leave would besides depart workers to balance their commitments to work and family, making it easier for companies to retain employees. The raw temporal impetus behind the law was ultimately a angle of dip to assist families in the m! idst of a crisis. In home debate, Representative Connie Morella (R-MD) cited countless examples of employees who were fired as they or their families warning device to undergo surgery...families have lost their life savings in an effort to care for a dying... If you want to get a full essay, order it on our website: OrderCustomPaper.com

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