Family and Medical Leave Act Essay

You get the phone call in the middle of the night. Your son or daughter has been in a serious accident and is hospitalized in critical condition. After several day’s they come home from the hospital with several broken bones and require your around the clock attention for the next eight to twelve weeks. You just got over a serious medical condition yourself which you acquired while on vacation and do not have any vacation time or sick time to take off. Do you have to quit your job? Can your employer terminate you for taking time off to be with your child? What options do you have? What can your employer do for you? Well, the answer lies in the Family and Medical Leave Act.

The intended purpose of the act was to allow families to balance work and the needs at home, entitle employees to be permitted to take a leave when necessary to care for their child/children, spouse or parent with a serious health condition, to help prevent employment discrimination and all while protecting the interests of the employer.

As we move into the new millennium more and more employers are allowing, some are even encouraging, their employees to bring their newborn babies to work with them. This is probably one of the greatest changes in child care norms that this country has seen in the past 30 years. Once upon a time, when a woman had a baby she almost always quit her job to raise her child, depending on her husband to support her and her child. Then along came the idea of maternity leave. This is when a woman takes a certain amount of time off to be with newborn. Once this time period was up, the woman still had a job to go back to. This meant that women no longer had to rely on their husbands for support. Unfortunately it also

Family nursing is not all about patient centered care, it is focused on the needs of the family as a whole (Nursing theory). The main goal for family nursing is to improve any health concerns by assessing the needs,problems,influences, and strentghs of the family (Journal of nursing). There are four four types of approaches to family nursing. The four types of approaches to family nursing are, family as context, family as client, family as system, and family as component of society (the book). The purpose of this paper is to define, discuss, and give examples of the four types of approaches to family nursing.

The Family and Medical Leave Act sets regulations for job-protected leave related to family and medical reasons. FMLA applies to organizations with 50 or more employees working within 75 miles of the employee’s worksite (“Employment Laws,” n.d., para. 6). Employees who have been with their current employer for 12 months and who have worked 1250 hours of service in the previous 12 months are eligible for 12 weeks of unpaid leave through FMLA (“Eligibility Requirements,” Revised 2013). FMLA covers the following leave reasons:

The Family and Medical Leave Act sets regulations for job-protected leave related to family and medical reasons. FMLA applies to organizations with 50 or more employees working within 75 miles of the employee’s worksite (“Employment Laws,” n.d., para. 6). Employees who have been with their current employer for 12 months and who have worked 1250 hours of service in the previous 12 months are eligible for 12 weeks of unpaid leave through FMLA (“Eligibility Requirements,” Revised 2013). FMLA covers the following leave reasons:

An employee took time off due to his wife giving birth prematurely. His requested time off was approved by his original manager as the employee qualified for FMLA since he has been with the company for two years and was for the care of his spouse. Under (1)”FMLA rules certain employees can be provided up to 12 weeks unpaid, job-protected leave per year. The employee must work for the company at least 12 months, have at least 1250 hours during the 12 months and the where the employee work, the company must employ at least 50 employees within 75 miles”.

     In the past, Canada’s government-funded, universally accessible, health care system has been praised and admired both at home and abroad as one of the finest in the world. A great source of pride and comfort for many Canadians is that it is based on five fundamental principles. Principles that are a reflection of the values held by Canadian citizens since the formation of Medicare in 1966. These principles were reinforced in the Canada Health Act, (CHA), of 1984 and state that the Canadian system is universal, accessible, portable, comprehensive and non-profit.

The federal government passed the Family Medical Leave Act in 1993. The FMLA only applies to employers with 50 or more employees, except government agencies and schools. The employee must have worked for at least 12 months and worked at least 1250 hours within those last 12 months. Employees have up to 12 workweeks of unpaid leave each year with no threat of job loss. It also requires that employers covered by the law maintain the health benefits for eligible workers just as if they were working. Family Medical Leave Act is important to employees for many reasons. The first reason is employees will not be worried about their job when they take off, since their job is secure under FMLA.

 Time off is also allowed for childbirth, adoption, and to care for a sick child or family member.

The Family and Medical Aid Act (FLMA), of 1993, provides for 12 weeks of unpaid, job protected leave for certain specified events (8). Whilst one could refer to this as maternity or paternity leave if taken because of a pregnancy, this would not be strictly true. Where maternity and paternity leave are offered around the

Every day in California, working men and women face conflicts between their work responsibilities and their families. In order to work they must make arrangements for their children and elderly family members who need assistance. They address these conflicts through a variety of child-care, after-school, and eldercare arrangements. But sometimes when a child is seriously ill, an aging parent’s health deteriorates suddenly, or a baby is born or adopted, these daily arrangements are no longer adequate. At such times of family need, an employee simply must take time off from work because no alternative care arrangements will do. That is why in 1993, Congress passed the Family and Medical Leave Act (FMLA), which was

Every single person should be aware of its rights and benefits as a worker in a company. A benefit that commonly women get is, “Maternity leave,” or “Family leave.” This an principally significant topic, since in some companies, and corporations this right is not truly respected, and some employees don’t know how to fight for their privileges.

The advantages are social and cultural, giving the mother time to destress and care for her baby, while also taking the stress of earning money away. New mothers and families will gain the security and safety of paid maternity leave, resulting in a better future for our state, our country. An economical advantage is for the mothers and families who will be financially stable during this time and without the worry of earning money they need to provide necessary, basic needs to the newborn. By implementing this solution, lower and middle class families of Ohio are better cared for and women get the rights they deserve. All in all, the solution will bring many positive changes to our state.

In addition, workers who wished to tap into these options had to seek approval from “a supervisor, a division head, or both,” and these are people “who may see such policies as a matter of privilege, not rights.” Really, however, these parents just cannot afford to work shorter hours. Time is of the essence for these employees, and a common issue in the families Hochschild studied is the time bind, which she explains in that “they (employees) wanted more time for life at home than they had.” In some cases, working hours would be extended to get a task done, and in others work spilled over to the time employees spent with their families at