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Family Medical Leave Act - Essay Example

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It is important to notice that any federal employee or officer, who has been covered under subchapter V of chapter 63 under title 5, would not be eligible for this leave. Moreover if the employee has been working at such a worksite where the total number of employees is less than 50 then also that employee would not be eligible for family and medical leave.
There are certain conditions due to which any eligible employees would be entitled to leave. An eligible employee would be entitled to leave in case of birth of son or daughter or in case of taking care of the same. If spouse, parent, son or daughter of an employee is having serious health condition then the employee would be entitled to leave in order to take care of them. If the employee himself/herself is seriously ill and as a result he/she could not perform properly then also he/she would be entitled to such leave.
One of the main purposes of FMLA is to create the balance between the need of the families and demand of the workplace. Other important purposes include promoting economic stability and security of families, promoting the importance of family integrity which is a national interest. One of the most important purposes of FMLA is to entitle employees for taking reasonable leave so that they can care their son or daughter, spouse or parent who are having serious health condition. Employees would be entitled to this leave for their own health condition also (United States Department of Labor, n.d.).
In case of FMLA employers do not need to pay wages during the leave periods. Total duration of this leave could be at the most 12 weeks. Sometimes health insurance premiums of workers’ are paid by the employers. As per FMLA these employers must continue to pay these premiums for their workers during the leave ...Show more


According to the Family and Medical Leave Act of 1993 employees are allowed to meet family care and medical needs without disturbing the job and economic security (University of South Florida, n.d.). On January 28, 2008 it was amended (United States Department of Labor, n.d.)…
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