The Family And Medical Leave Act (FMLA) Of 1993

The Family and Medical Leave Act (FMLA) of 1993 is a law compelling all employers in the United States to provide unpaid but job-protected leaves to their employees. These leaves should focus on different qualified family or medical reasons. Some of these reasons are meaningful and can affect the wellbeing of the affected individuals. This fact explains why the passage of the FMLA of 1993 was something revolutionary towards supporting the needs of many Americans. Some of the “qualified issues that affect a large number of employees in the United States include military leave, family/personal illness, adoption, pregnancy, or foster care for children” (Chatterji & Markowitz, 2005, p. 18). This Act is monitored, implemented, and administered by

To begin with, the first policy goal of the law was to ensure there was a workplace balance for employees while at the same time supporting their family needs. According to Dawson (2013), many families were observed to face numerous challenges whenever someone became sick or retired. As well, such family problems were observed to affect the performance and economic welfare of many people in the country. That being the case, it was necessary to develop a new law that would promote the economic position and security of every American family. As well, the family integrity in the American society was something that required the most appropriate

This move made it impossible for employers to achieve their goals. Some companies continued to record negative outcomes because of such leaves. This situation motivated the need to have a new policy or framework that would support the objectives of many employers. The FMLA of 1993 was therefore enacted in order to accommodate both the interests of the employers and their respective employees (Dawson, 2013). The other consideration was to ensure such practices were executed in accordance of the Equal Protection Clause provided within the Fourteenth Amendment.

Employee discrimination was also something that characterized many organizations over the years. For instance, many companies were observed to engage in unfriendly practices and discrimination based on sex. The implementation of the policy has continued to support the needs of many employees and especially women (Nelson, 2014). The provision that such leaves should be provided in accordance with reasonable medical or family reasons is something that continues to make such leaves appropriate and in accordance with the