The leave can last up to twelve workweeks in any twelve-month period. Reasons for leave include: pregnancy, prenatal complications, adoption/ fostering of a child, hospitalization, care of an immediate family member, or a health condition that makes the employee unable to do his or her job (Solis). This law applies to any employer “engaging in commerce” ... ... middle of paper ... ...Cited Eitzen, Wells, Zinn. “Family Policy for the Twenty-First Century.” Diversity in Families. 8th ed.
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). According to the U. S. Department of Labor, FMLA is designed to help employees balance their work and family responsibilities and it seeks to promote equal employment opportunity for men and women.
Sick leave Sick leave is granted: - When the employee can not work due to illness or injury. - For medical or dental visits. - When a family member close to the employee is suffering from a contagious disease and the presence of the employee's office would affect the health of other employees. The FFFJ allows its employees to benefit from fifteen (15) days of sick leave per year. - Sick leave begins to accrue from the date of entry into service of the employee.
The Act required employers with fifty or more employees within a seventy-five mile radius to offer eligible employees up to twelve weeks of unpaid leave during a twelve month period for a variety of medical reasons. Some of the general medical reasons are, for the birth or adoption, to care for a seriously ill parent, spouse or child or to undergo medical treatment for their own illness. The Act spelled out provisions on employer coverage; employee eligibility for the law's benefits; entitlement to leave, maintenance of health benefits during leave, and job restoration after leave; notice and certification of the need for FMLA leave; and protection for employees who request or take FMLA leave. (1) The law also requires employers to keep certain records. It was estimated that the Act would affect five percent of America's employers and forty percent of all employees.
At such times of family need, an employee simply must take time off from work because no alternative care arrangements will do. That is why in 1993, Congress passed the Family and Medical Leave Act (FMLA), which was the first national policy designed to help working people balance their work and family responsibilities. It guarantees that people who work for companies with more than 50 employees can take up to 12 weeks’ unpaid leave a year to care for a newborn or newly-adopted child or for certain seriously ill family members, or to recover from their own serious health conditions. Unfortunately, taking unpaid family leave is a luxury most Californians can not afford, so new mandates must be instituted to help insure that our state’s families can have a healthy and affordable balance between work and family responsibilities. Many groups have different views on how this issue should be resolved and that is why I have chosen to use the group theory to explain this problem.
My next stop is the Social Security office. “To meet the eligibility requirements, ‘a person must have an injury or illness that is expected to last more than one year.’ I 'm sorry but at this time, you are not disabled enough". Responded to the receptionist. “Being stuck in a wheelchair for the rest of my life, is not enough! ” A couple of weeks have gone by, with my savings depleted, I am one paycheck away from being homeless.
These are workers that have been performing their job during a period of not less than 12 months in a work place that employs 50 or more people. According to U.S Department of Labor, FMLA involves giving a concession of up to 12 workweeks of unpaid leave during any 12 month period to these employees if one of these circumstances appears performing a job: i) for the birth or care and care of a newborn child. ii) for placement with the employee of a son or daughter for adoption. iii) to take care of a direct family member (spouse, parent or child). iv) not able to perform the job because of a serious health condition.
In contrast, the cost of absenteeism is more predictable; HR can predict the cost when employees do not show up to work cost for substitute employee and cost of lower company productivity. Sometimes, presenteeism may be considered an act that inspiring admiration from colleagues when employee present at work while sick, however, many people also view presenteeism as negative action in the organization because it leads to productivity loss. In addition, it increases high risk of illness transmission to other employees with can increase health care cost eventually (Toten, 2014). 1.1 The problem statement Presenteeism becomes a critical issue... ... middle of paper ... ...earch, 9(6), 1-14. Retrieved from http://search.proquest.com/docview/873821090?accountid=12917 Reyes, S. (2014, January 13).
Showing up for work when you are supposed to and on time is not only highly beneficial for your employer, but for you personally as well. However, most employees do not realize the effects of absenteeism. (Bossidy, 2001) Illness is a big issue when it comes to employees being absent at work. It is important for all employers to allow specific sick leave for all employees, regardless of position. If an employer didn't offer sick leave, they would increase health problems and the spread of illness, thereby lowering productivity and morale.
Analysis and Critical Evaluation One reason that employees may be taking unnecessary sick leave is that there may be a lack of flexibility in their workplace. Flexibility in the workplace is a popular way for employees to balance and better manage demands of work, family, and social obligations by allowing employees to modify when and for how long their job related work is performed (Butler, Grzywacz, Ettner & Liu, 2009). Flexible work schedules are often adopted by employers as it giv... ... middle of paper ... ...32-38. doi: 10.1108/09670731111140748 Coenen, M. & Kok, R. (2014). Workplace ﬂexibility and new product development performance: The role of telework and ﬂexible work schedules. European Management Journal.