Family and Medical Leave Act (FMLA)
Candlefocus EditorThe FMLA guarantees individuals the right to return to the job they held before taking a leave of absence for reasons such as the illness of a spouse, parent or child, adoption or foster care placement of a child, or the birth of a child. Furthermore, their jobs and benefits must remain the same as before their leave. If their previous job is no longer available then they must be offered a job that is comparable in terms of pay, benefits, and working conditions.
Employees must meet certain criteria to qualify for the FMLA, including the requirement to have worked for their employer for at least 12 months, with a minimum of 1,250 hours in the 12 months prior to taking the leave. Additionally, their employer must have a minimum of 50 employees working within a 75-mile radius of the work site.
The Family and Medical Leave Act of 1993 provides a number of benefits to employees and their families that have been invaluable both to families struggling to care for loved ones, as well as to their employers. Thanks to the FMLA, employees are able to take time to focus on their health and family life without risking the loss of their hard-earned employment and financial security. Furthermore, employers benefit from decreased employee turnover, improved morale and productivity, and reduced worker’s compensation and insurance costs.
In sum, the Family and Medical Leave Act of 1993 is a necessary and valuable law providing essential job protection to millions of American employees and their families who need to take a leave of absence for personal or family reasons each year. It is a testament to the power, trust, and loyalty between employers and employees, and proof that the security of both employees and employers is of the utmost importance.