Family and Medical Leave Act(FMLA)

FMLA, which became law in 1993, refers to businesses with more than 50 workers who reside within a 75-mile radius of their place of employment. According to the act, if an employee has served for more than 12 months and 25 hours a week, they are entitled to 12 weeks of job-protected and unpaid leave for the birth of their child for a period of one year (ACT, 2013).
FMLA's Impact on Employee Benefits
The Act strikes a balance between the interests of workers and their employers in situations when employees must take lengthy medical leaves for maternity or serious medical conditions. The law is meant to protect the jobs of the employees in the event of medical emergencies and pregnancy. The provisions of the law allow the employees to take time off for the birth of their newborn, placement for their children’s foster care and adoption, to cater for the health of a child, spouse or parent and also in the instance when the employee is unable to work.

Example

A pregnant woman can comfortably return to work after the delivery of her newborn. When she is nursing the birth, she has equal rights and privileges just like the other employees, and that includes pay rise and any other benefits that other employees stand to gain when she is at home.

Why the Law Should Be Changed

The law needs to be amended in that specific cases especially those of pregnant mothers need to be assured of pay when they take the leave (Sholar, 2016). The woman may not have any other source of income apart from the job yet she needs upkeep money for her and the newborn.



References

ACT, D. (2013). Family and Medical Leave Act (FMLA).

Sholar, M. (2016). Getting Paid WhEN Taking Time: The Women's Movement and the Development of Paid Family Leave Policies in the United States. Temple University Press.







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