The Family and Medical Leave Act of 1993
The Family and Medical Leave Act of 1993 (FMLA) is a federal law brought forth under the Clinton administration intended to balance the demands of the domestic industry with the needs of families.
Family and Medical and Leave Act (FMLA)
The FMLA allows eligible employees to take up to 12 weeks of unpaid leave during any 12-month period for the purpose of attending to a serious illness of the employee, of the employee’s parent, spouse or child, for pregnancy or care of a newborn child, for adoption or foster placement of a child, or to care for an injured service member in the family, without fear of job loss.
Afraid Of Losing Your Job?
If you find yourself hospitalized or caring for a qualifying relative and are worried that you may lose your job, you may not be forced to choose between work and your family’s health. The terms of eligibility for FMLA leave are fairly simple, but make sure to check the details that apply to you. Generally, in order to qualify, an employee must have been employed at the business for at least 12 months and have worked at least 1,250 hours within that time.
However, not all businesses are required to allow family and medical leave. The law applies only to businesses or their satellite installations that employ 50 or more people within a 75-mile radius of the employee’s worksite. In addition, virtually all public-sector employers offer FMLA.
Prepare Yourself And Be Thorough
If you’re wondering about whether to apply for FMLA benefits, be prepared to do a little homework. You may not need the services of an attorney, but you’ll almost certainly have to fill out some paperwork for your employer’s Human Resources department. However, bear in mind that they’re there to help you in difficult moments like these. It’s a bureaucratic process when least convenient, so do your paperwork with attention to detail.
Specifics of the law are available on the U.S. Department of Labor website, which is a great place to answer many questions about a particular aspect of your own situation. If, after speaking with your Human Resources department, you need help determining your FMLA eligibility, speak with an employment lawyer specializing in this type of law.