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Ethics of family medical leave act
Family medical leave act policy analysis
Ethics of family medical leave act
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The Family Medical Leave Act first became effective on August 5, 1993. It was designed to help balance the employee's family needs and work responsibilities. FMLA can only apply to employees who have met certain requirements. “Some requirements that must be met are the employee has to work for a covered employer, has worked 1,250 hours prior to the start of the leave, works at a location where the employer has 50 or more employees within 75 miles and has worked for the employer for twelve months.” FMLA only applies to immediate family such as parents, spouses or children. Reasons to take leave could include but are not limited to, the birth of a son or daughter, placement of child within the hands of the employee or adoption or foster care,
A parent is allowed leave for the birth of a child and care of a newborn. The entitlement to FMLA/DPL leave expires twelve months after the birth of the child. Intermittent/reduced schedule leave may not be taken for the birth of a child unless approved by the department head.
Privacy was once taken for granted in public education, but now through the 1974 law, Family Educational Rights and Privacy Act it is pushed to the forefront of the minds of every educator in the United States (Cossler, 2010). This law has paved the way for many lawsuits regarding privacy of student’s records, which have left teachers scared, undereducated and unaware of certain regulations of the law. FERPA laws provide protections for students, but also allow access of all student records to the student’s custodial parents, which in some situations has cause problems and in some cases have specifically brought clarifications of the law. Has the Family Educational Rights and Privacy Act provided the much needed privacy for students or created an overboard policies?
A back up plan such as cross training other employees will be beneficial. When an employee is out for 12 weeks, it can slow down productivity and causes profit losses for the company due to lack of replacement. Here is an example of a negative impact of FMLA. There are 3 nurses in the ER that are pregnant. From day-to-day, there is a shortage of staff that occurs on the unit. The nurses that are pregnant will be on maternity leave at least 2 months apart. The best thing that management and HR should do is to hire at least 3 per-diem nurses to fill in. What you do not want to happen is the rest of the staff to become overwhelm because of staffing issues. A situation as such does not help the morale of the staff, and customer satisfaction will be at a higher
This essay will first address the statute used and interpretation of the threshold test by the courts, and then focus on cases involving vulnerable children to assess whether the statute in The Children Act 1989 is sufficient in protecting these children from harm. I will look at the argument in favour of the current approach taken by the courts, and the counter-argument in favour of changing the current approach. The arguments are delicately balanced and the law is always developing, so it will be interesting to see how the Supreme Court resolves this issue in future.
The federal policy issue that I choose to research and write about is The Pregnancy Discrimination Act. The Pregnancy Discrimination Act, or PDA for short, is an amendment to Title VII of the Civil Rights Act of 1964. In Title VII of the Civil Rights Act it states that “[…] and women affected by pregnancy, childbirth, or related medical conditions shall be treated the same for all employment-¬related purposes” (Title VII of the Civil Rights Act of 1964). The PDA was enacted in the year 1978 and it prohibits workplace discrimination on the basis of pregnancy. The Act was developed as a result of the 1976 Supreme Court decision General Elec. Co. v. Gilbert (PDA-Historical Perspective). The employer offered its employees a disability benefit
The Family and Medical Leave Act of 1993 (FMLA) provides certain employees with up to 12 weeks of unpaid leave and job protection for childbirth, adoption or foster care; to care for a seriously ill child, spouse, or parent; or for an employee’s own serious illness (Cañas & Sondak, 2011). It also requires that their group health benefits remain intact during the unpaid leave of absence. The employee must have worked for the employer for at least a year and must have earned 1,250 hours of service during the previous 12 months ((Cañas & Sondak, 2011, pg. 70).
The balancing act of family and work can be very difficult at times. At some point in everyone’s life, he or she will need to take time off of work to deal with family matters. The Family and Medical Leave Act (FMLA) of 1993 was created to help employees find a balance between the challenging demands of work and home. This Act allows eligible workers that require time off for personal reasons or family emergencies up to twelve weeks of unpaid leave.
... ensure all eligible employees are covered under the Family Medical Leave Act and their unalienable rights are not violated. The Act ensures that an employee will not be unduly terminated due to a medical condition of their own or close family and their job will be secure for the term of leave. The long wait for the Family Medical Leave Act has not been a waste. Since the Act's inception, millions of people have benefited from the twelve weeks approved by the Government. The number of employers and employees the Family Medical Leave Act affected went above and beyond the projected numbers, thus showing the increasing need for protection due to a "serious health condition" of an employee or employee's family. The numbers are projected to only increase in the next five years because of the number of workers that will need to take leave under the Act at some time.
Health insurance benefits PTO accrual will continue to be provided during the paid maternity leave. Benefits will be provided at the same rate and in the same effect regardless of length of service as long as the service adheres to the guidelines described in section VII of this policy.
The United States is one of three industrialized countries that do not have policies put in place that mandate companies to provide paid parental leave. In 1993, U.S President, Bill Clinton, enacted the family and medical leave act (FMLA) which allows for employees to take unpaid, job-protected leave for up to twelve weeks for medical reasons if their employer has more than fifty employees employed at the company. Later on in January of 2015, President Barack Obama signed an executive order that entitles federal employees for up to six weeks of paid sick days to take care of a newborn child or an adopted child. Currently there are only three states in the United States with paid parental leave policies which are California, New Jersey and Rhode Island. As of right now, only those employers who
Countries around the world have adopted progressive and comprehensive sexuality education for their youth, parents and communities at large. Countries such as Canada, England, New Zealand and Cuba valuate sexuality education as one of the most important preventive factors against unintended pregnancies, sexually-transmitted diseases (STD’s), sexual exploitation and abuse, among many other issues that help perpetuate inequality and oppression. Surprisingly however, the United States, a country perceived as a superpower, has been providing conservative sexuality education strictly delineated under the Adolescent Family Life Act (AFLA) passed by Congress in 1981 while generously funded by tax-payers’ money since then. (cite)
Communication varies across cultures, as evident in the ‘Sick Leave’ case study. Various cultures have different views on what things should be done and the appropriate way things should be done. Cultural backgrounds vary in belief, ideas, values, and views on different subjects. The textbook annotates assumptions on things such as “teamwork, negotiation, decision making, and communication” (Lewicki, Saunders, & Bruce, Negotiation Readings, Exercises and Cases, 2010) to name a few, and the ways these two different cultures interpret these things.
Parental leave is very important, it allows you to take time away from work to care for your children as needed. Most people use it after they have a new born, which is a great time to bond and attend to your responsibilities. Although it may be ideal, most “U.S. adults do not receive paid leave from their jobs to care for their young children,” (Santrock, 2017, p. 193). Similar to European countries, I believe people should be given paid leave. As a full-time worker, male or female, that’s been working for at least a year should have 6 months of paid time off.
Scheil-Adlung, X., S and Ner, L. 2010. Evidence on paid sick leave: Observations in times of crisis. Intereconomics, 45 (5), pp. 313-321.
My great grandmother, Margaret Christensen, was born in 1918. Her mother was required to stay strictly at home for ten days after she gave birth to Margaret. This was to allow her to recover and for complete concentration on her child. This was considered her maternity leave. Maternity leave is “a period of absence from work granted to a mother before and after the birth of her child” (Dictionary). She could ask for more, but those were the days granted for her recovery. In the United States, parents who need maternity leave are offered twelve weeks, much better than ten days, but these twelve weeks are not paid for just as they were not in 1918. In this area, America has not developed very quickly or at all in one hundred years. On a national level there is no program that states this leave is to be paid for. The system that America has now may work, but it is not helping America’s families or it’s economy. It is forcing parents to choose their jobs over families.