Abuse of Family Medical Leave Act has in turn resulted to morale problems in work places particularly among employees who are called to pick up the tasks of the absent employees. Negative effects of Family Medical Leave Act on employers Workplaces are significant places to study how institutions shape the way Family Medical Leave Act operates in practice (Galinski et al, 2005). Family Medical Leave Act is cited as an external factor that affects employee availability in any organization. Though the Family Medical Leave Act’s aim is upbeat and constructive for most occasions, many organizations’ management trust that it presents an employee with a chance to stay out of their places of work if they have low interest in the job (Burtless, 1995). According to a research done on 36 organizations, it was apparent that Family Medical Leave Act affects employee availability. Ten of the organizations expressed extreme concern with the Family Medical Leave Act impacts, terming the act a nightmare (Galinsky et al. 2005). Needless to say, this act does not permit managers to punish the employees through relegations or corrective actions. Organizations account that the players have leant how to play the game well. Most of the organizations have claimed that employee unions coach their members to file under Family Medical Leave Act when taking leave to shun nonattendances that may amount to termination of employment or demotion (Burtless, 1995). Most organizations have no dilemma with the act’s stipulations for workers to be given leave to attend to ill relative or a new born child, or to recuperate from a verifiably somber health condition. The primary point of disputation is with the Family Medical Leave Act stipulation that allows workers to be granted irregular leave due to severe illness. The aggravation comes from attempting to apprehend the delineation of severe health condition. Burtless (1995) denotes that it is challenging to verify the effects of particular illnesses such as headaches, gout, aggravation and soft tissue injuries. For this reason, most of the doctors do not decline signing the Family Medical Leave paper for fear of being sued by the worker. In reference to the United States Labor Department, a severe illness refers to a health condition or injury that involves inpatient medical attention or ongoing medical treatment (Irwin & Ralph, 1993). Most of the employers find it challenging in determining a qualifying serious health problem for the worker or worker’s next of kin. Some of the illnesses are difficult to track, and employers must resolve whether to award Family Medical Leave Act’s benefits to workers who report the inception of signs. Though, in some occasions employees abuse Family Medical Leave Act’s benefits, the employer may face federal investigations for failing to grant the worker leave (Armour, 2005). Research has shown that Family Medical Leave Act affects business performance and productivity (Burtless, 1995). Most of the employees take leave and thus lead to low labor input that in turn leads to declined productivity. Employers find it challenging in tracking worker’s leave period while getting Family Medical Leave Act’s benefits. Arguably, if the worker takes scheduled leave under the act, there is no minimum leave period needed, thus making it challenging to follow
Negative Impacts of Family Medical Leave Act on employers Name Institution Introduction Family and Medical Leave Act was adopted in 1993 to guarantee employment protection for a period equal to 4 months of not paid leave to families after delivery or adoption of a child and to be bothered about the health of the family members’ health condition (Irwin & Ralph, 1993)…
Section 101 paragraph 2 of this act gives the eligibility of employees for leave. According to the Act, eligible employee is one who has worked for the employer for at least 12 months (U.S. Department of Labour, 2008). He or she should have worked for such employer for more than 1,250 hours.
There are terms to watch in this provision, specifically, qualified staff. The reasons provided in the act include the birth of an infant, adoption or fostering of a child. Workers may be entitled to leave if they want to cater for family members such as children, spouse or parents with significant health problems.
Women who have had a baby will need additional time away from work, as well as some extra help taking care of the newborn infant. In many cases this creates a conflict between the employee that needs time away from their job, and the employer who needs a productive worker to fill the position.
Many companies include benefits of short-term disability and sick leave in maternity leave so that the mother gets the benefit of paid leave. Mothers are offered to use up their vacations or other personal days, as the maternity leave, in order to make the leave paid. Mothers plan to start their maternity leave a few weeks prior to delivery.
Minus working contracts there some genera laws that tend to shape the health policy relationship between employees and employers. One significant law is the Family and Medical Leave Act (Befort & Budd 23).
and discusses one scholarly, and academic article addressing the employee benefits issue and then examines one practical example of an employee benefits issue.
This is an anthology of short articles written by different authors and addresses the issue of life insurance from a