The Family Medical Leave Act (FMLA) allows a worker to take unpaid job-protected leave for up to 12 weeks to care for him or herself or a family member, including an adult son or daughter. The U.S. Department of Labor's Wage and Hour Division clarified earlier this year who qualifies as an adult son or daughter for purposes of taking FMLA medical leave. It may seem fairly intuitive, but here's what the federal agency had to say.
The Family Medical Leave Act (FMLA) was passed in February of 1993, twenty years ago. Since then, it has provided countless workers throughout the United States with job-protected medical leave to care for themselves or their family members.
As the Baby Boomer generation edges towards retirement, the United States is hurtling into a new era. Because the Baby Boomers represent a disproportionately large demographic, Americans will need to find a way to balance elder care with employment. Elder care can be very time-intensive and not all people can rely upon assisted living or nursing home facilities to help carry the load.
The Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) allow employees to take job-protected leave for an extended time period after certain events such as child birth or adoption, to care for a family member who is sick or to care for your own physical well-being, among others. Often taken as a lump of time, as with maternity leave, FMLA leave can also be taken intermittently.
The U.S. Department of Labor, concerned that too few employees throughout the United States were aware of the protections offered by the Family and Medical Leave Act (FMLA), recently released a guide intended for workers to help explain the benefits of the federal law. The guide works through a typical FMLA leave process - from determining eligibility for FMLA job-protected leave to returning to work after taking leave.
California and Connecticut both received 'A-' grades from a new report that compares family medical leave benefits between the United States. No state received an A but 18 states received an F.
A cancer diagnosis can be frightening enough itself, add to it the changes that are in store as you begin or continue to battle the disease and the effect that cancer may have on your work life may not seem quite so important. But, the protections of the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA) likely extend to an employee diagnosed with cancer.
Then-President Woodrow Wilson declared Mothers Day a national holiday in the United States in 1914. Although the U.S. holiday is not yet 100 years old, protections for mothers in the workplace have come a long way since the presidential action of setting aside one day a year to honor mothers throughout our country.
Kathryn Pereda had worked for Brookdale Senior Living Communities for only eight months when she became pregnant and advised her supervisor that she would be requesting time off under the Family and Medical Leave Act (FMLA) when the baby arrived. At that time, Pereda was not yet eligible to take FMLA leave because she had not worked for Brookdale for at least 12 months.
While visiting former coworkers, Debbie Stevens learned that her former supervisor at Atlantic Automotive Group, Jackie Brucia, was in need of a kidney transplant. Stevens offered to donate one of hers. After another kidney donor for Brucia fell through, Stevens believes Brucia began grooming her to be the back-up donor.