We have written many times about the importance of the protections offered by the Family and Medical Leave Act. The FMLA has protected the jobs of countless employees when they needed to take an extended period of work leave to address family or medical concerns. Some common reasons for leave include long-term personal illness or the illness of a family member and the birth or adoption of a child.
When you have to stay home from work due to illness, your employer might assume that you will not attend to that day's work and will assign those duties to another employee to cover while you're gone. But perhaps your employer expects that you will simply make up the time as soon as possible and will hold you accountable for your sick day's worth of work.
The federal Family Medical Leave Act (FMLA) generally protects employees from losing their job due to a qualifying leave of absence. Examples include when employees give birth, suffer a serious medical condition or need to take time off in order to care for a newly born or adopted child or to care for a loved one who is gravely ill.
Though the phrase "support our troops" is outwardly affirmed by nearly all Americans, not all civilians and employers act consistently with this sentiment. In fact, veterans who have returned home from service too often experience discrimination in the workplace as a result of their previous duty.
Employment laws protect individuals from workplace discrimination in a variety of scenarios. For example, some laws explicitly protect individuals who belong to certain classes. In practice, this means that if an individual affiliates with a certain religion or is discriminated against because of race, nationality, gender or disability, the law will help that individual seek restitution for the harm caused by being treated in illegal ways at work.
Earlier this week, we began a discussion about a new report published by the National Partnership for Women & Families. It grades each state on how well its family-leave laws and local programs benefit new parents when they require time off from work.
We have often written about the importance of job protection when employees must take time off due to pressing life circumstances. One of the most important legal protections in this regard is the Family and Medical Leave Act (FMLA), which allows employees up to 12 weeks of unpaid leave for personal health or family reasons.
Last week we wrote about a disappointing Supreme Court decision that could negatively affect workers in Florida and across the country who are considered state employees. The U.S. Supreme Court ruled that states have sovereign immunity and are therefore protected against lawsuits seeking money damages for violating certain provisions of the Family and Medical Leave Act (FMLA).
The Family and Medical Leave Act of 1993 allows workers to take a certain amount of unpaid leave from work to attend to family or personal health issues without fear of losing one's job.
Americans work hard, and for many of us, work is central to our identities. And while most of us are able to balance work and family life, there are times when family must take priority. That's why the Family and Medical Leave Act (FMLA) was adopted nearly two decades ago.