r the 12 weeks leave are such as when the employee gives birth and has to take care of that child; is under placement for a child as a foster; seeks to care for their spouse, child or family member with serious medical conditions; the employees themselves are seriously ill and cannot discharge their duties normally; or when there is a succeeding exigency arising from the circumstance that the employee’s spouse or child is actively covered with the military. For the 26 weeks leave, may arise when an employee seeks to attend to a spouse or child seriously injured and is a covered service member (Aitchison & United States, 2003).
This Act can affect an organization’s operations in two dynamic ways. First, the organization would need to reinstate the employee to their original position or a similar one should they return to work after the leave; thus, likely to affect the firm’s productivity. Second, the company would be required to continue offering the medical coverage for the employee, despite being away on leave. Finally, with this new Act, the organization is required to put up posters at all places that inform the employees of its contents, which may be costly to the