FMLA
Facts:
Family Medical Leave Act
The following fact
sheet contains interesting facts and information on
the Family Medical Leave Act FMLA..
FMLA Facts:
Family Medical Leave Act
FMLA
Facts - 1: History: It took nine years
establish the basic principle that people should be able to balance
work and family not have to choose between critical family
obligations and their jobs.
FMLA
Facts - 2: History: The
National Partnership for Women & Families, then the
Women's Legal Defense Fund, led the fight for the FMLA
agitating for a law that would require employers to
grant maternity leave.
FMLA
Facts - 3: History: The
efforts of the National Partnership for Women & Families
then extended to putting forward the idea of a broader
scheme that would not only meet the needs of new
mothers, but also address a wider range of work/family
conflicts that affected both women and men.
FMLA
Facts - 4: History: The Family Medical
Leave Act was introduced in Congress every year from 1984 to 1993
and was repeatedly blocked by its opponents. Congress passed the
legislation in 1991 and 1992, but it was vetoed by President George
H. Bush.
FMLA
Facts - 5: The Family Medical Leave Act (FMLA)
became a key issue in the 1992 presidential campaign and was the
very first bill passed after President Bill Clinton’s inauguration,
signed into law on February 05, 1993.
FMLA
Facts - 6: Basic
Leave Entitlement:
The Family Medical Leave Act FMLA requires
covered employers to provide up to 12 weeks of unpaid,
job-protected leave, in any one year, to eligible
employees for certain family and medical reasons:
● For incapacity due to
pregnancy, pre-natal medical care or child birth
● To care for the employee’s
child after birth, or foster care, or placement for
adoption
● To care for the employee’s
spouse, partner in a civil union, domestic partner
or son, daughter or parent, who has a serious health
condition
● For a serious health
condition that makes the employee unable to perform
the employee’s job
FMLA
Facts - 7: Covered Employers: The
company must be eligible for the FMLA, which means it must have at
least 50 employees who work within 75 miles of its location.
FMLA
Facts - 8: Employer Coverage: The
FMLA applies to all public agencies, including State, local and
Federal employers, and local education agencies (schools) and
private sector employers who employ 50 or more employees
FMLA
Facts -
9: Eligibility:
Employees are eligible if they have worked for their
employer for at least one year, and for 1,250 hours over
the previous 12 months (an average of 25 hours per
week), and if there are at least 50 employees at the
location or within 75 miles of the location.
FMLA
Facts - 10: Intermittent
Leave: Under certain circumstances the
Family Medical Leave Act
FMLA permits employees to take leave on an intermittent
basis, or to work a reduced schedule.
Continued...
FMLA Facts:
Family Medical Leave Act
Facts
about the FMLA
The following fact
sheet continues with facts about FMLA.
FMLA Facts:
Family Medical Leave Act
FMLA
Facts -
11: Not everyone is
eligible for the Family Medical Leave Act (FMLA) and
many people cannot afford to take the unpaid leave it
provides.
FMLA
Facts - 12: Substitution of Paid Leave: Employees may
choose to use, or employers may require the employee to use, accrued
paid leave to cover some, or all, of the FMLA leave taken.
FMLA
Facts - 13: Reasons for taking Leave:
The reasons for taking unpaid leave
under the Family Medical Leave Act (FMLA) are as follows:
● To care for a newly born child, or
placement for adoption or foster care
● A serious health condition that makes the
employee unable to perform the employee's job
● To care for the employee's spouse, son or
daughter, or parent who has a serious health condition
● Qualifying military exigency
FMLA
Facts - 14: Immediate
family members: According to the federal FMLA law,
immediate family members are defined as parents, spouses
and children. However, various states have expanded the
FMLA definition of an immediate family member to include
a parent-in-law, a sibling and a grandparent.
FMLA
Facts - 15: Qualifying
military exigency: Eligible employees whose spouse,
son, daughter or parent is on covered active duty, or
call to covered active duty status, may use their
12-week FMLA leave entitlement to attend certain
military events, arrange for alternative childcare,
address certain legal and financial arrangements, attend
certain counseling sessions and attend post-deployment
reintegration briefings.
FMLA
Facts - 16: Advance Notice: The employee
must ordinarily provide 30 days advance notice when the
leave is ''foreseeable'.
FMLA
Facts - 17: Serious Health Condition:
A Serious health condition means an illness, injury, impairment, or
mental or physical condition that involves:
● Hospitalization or staying in a hospice
or residential medical care facility
● A period of incapacity
that involves continuing treatment with a health care provider
● A period of incapacity and
treatment due to a chronic (recurring) serious health
condition such as epilepsy, asthma, diabetes etc.
● Absences due to permanent or long-term
illnesses, for which treatment may not be effective, such as
terminal diseases, a stroke, Alzheimer's disease, dementia etc.
● Absences to receive multiple treatments
(including any period of recovery) such as chemotherapy,
physical therapy, dialysis, etc.
FMLA
Facts - 18: Medical
Certification: An employer may require medical
certification to support a request for leave because of
a serious health condition. An employer may also require
second or third opinions (at the employer's expense). A
fitness for duty report may also be required to return
to work.
FMLA
Facts - 19: Maintenance of
Health Benefits: The employer must maintain the
employee's health coverage under any group health plan
for the duration of FMLA leave.
FMLA
Facts -
20: Job Benefits
and Protection: Most employees must be restored to
their original or equivalent positions with equivalent
pay, benefits, and other employment terms when they
return from FMLA leave.
FMLA
Facts -
21: "Key" Employee
Exception: An employer may refuse to reinstate
highly-paid, salaried "key" employees if reinstatement
would cause "substantial and grievous economic injury"
to its operations. In such limited cases the employer
must notify the employee in writing of their status as a
"key" employee (as defined by FMLA).
FMLA
Facts -
22: Enforcement:
Under the Family Medical Leave Act, the U.S. Department
of Labor is authorized to investigate and resolve
complaints of violations of the FMLA.
FMLA
Facts -
23: Since 1993, when
the law was enacted, an estimated 35 million working
women and men have taken leave under the Family Medical
Leave Act (FMLA).
FMLA Facts:
Family Medical Leave Act
Family Medical Leave Act (FMLA): President Bill Clinton Video
The article on the
FMLA provides detailed facts and a summary of one of the important events during his presidential term in office. The following
Bill Clinton video will
give you additional important facts and dates about the political events experienced by the 42nd American President whose presidency spanned from January 20, 1993 to January 20, 2001.
Family Medical Leave Act (FMLA)
●
Interesting Facts about FMLA for kids and schools
●
Key historical events
and FMLA for kids
●
Facts about the Family Medical
Leave Act (FMLA)
●
Bill Clinton Presidency from January 20, 1993 to January 20, 2001
●
Fast, fun, interesting
FMLA
about major events
●
Foreign & Domestic
policies of President Bill Clinton
● Family Medical Leave Act (FMLA) for schools,
homework, kids and children |