What Is the Main Objective of the Family and Medical Leave Act

US labor law

Family and Medical Go out Human action of 1993

Long title	An Act to grant family unit and temporary medical get out under certain circumstances.
Acronyms (colloquial)	FMLA
Enacted by	the 103rd United States Congress
Citations
Public police	Pub.Fifty. 103–3
Statutes at Large	107 Stat. 6
Codification
Titles amended	29 USC: Labor
U.s.a.C. sections created	29 U.S.C. sec. 2601
Legislative history
Introduced in the Business firm as H.R. 1 by William D. Ford (D-MI) on Jan v, 1993 Committee consideration by House Education and Labor, House Post Part and Civil Service Passed the House on Feb 3, 1993 (265–163) Passed the Senate on February iv, 1993 (71–27) with amendment House agreed to Senate amendment on Feb four, 1993 (Via H.Res. 71, 247–152) Signed into constabulary by President Bill Clinton on February v, 1993
Major amendments
No Kid Left Behind Human action

The Family unit and Medical Get out Act of 1993 (FMLA) is a U.s. labor constabulary requiring covered employers to provide employees with job-protected, unpaid leave for qualified medical and family reasons.^[1] The FMLA was a major role of President Bill Clinton's first-term domestic agenda, and he signed information technology into law on February 5, 1993. The FMLA is administered by the Wage and Hour Division of the The states Department of Labor.

The FMLA allows eligible employees to take up to 12 piece of work weeks of unpaid leave during whatsoever 12-month menstruation to care for a new child, intendance for a seriously ill family member, or recover from a serious affliction. The FMLA covers both public- and individual-sector employees, only certain categories of employees, including elected officials and highly compensated employees, are excluded from the law or face certain limitations. In order to be eligible for FMLA leave, an employee must have worked for the employer for at least 12 months, have worked at least 1,250 hours over the past 12 months, and piece of work for an employer with at least fifty employees inside a 75-mile radius. Several states take passed laws providing additional family and medical leave protections for workers.

Background [edit]

Prior to the 1992 presidential ballot, a family unit medical leave act had been vetoed twice by President George H. W. Bush.^[2] Later on Bill Clinton won the 1992 election, a constabulary protecting family medical leave became one of his major first-term domestic priorities. Rapid growth in the workforce, including a big number of women joining, suggested a necessary federal regulation that would support the working class who desired to raise a family unit and/or required time off for illness related situations.^[3] President Clinton signed the bill into law on February v, 1993 (Pub.L. 103–three; 29 The statesC. sec. 2601; 29 CFR 825) to accept effect on August 5, 1993.

The United States Congress passed the Act with the understanding that "information technology is important for the development of children and the family unit that fathers and mothers be able to participate in early childrearing … [and] the lack of employment policies to accommodate working parents tin can forcefulness individuals to choose between task security and parenting".^[4] It also stressed the Act was intended to provide leave protection for individuals "in a mode that accommodates the legitimate interests of employers".^[5]

On December 20, 2019, as part of the National Defence force Dominance Act (NDAA) for Fiscal Year 2020,^{[half dozen]} the Federal Employee Paid Leave Act (FEPLA) amended the Family and Medical Exit Act (FMLA) to grant federal government employees upwardly to 12 weeks of paid time off for the birth, adoption or foster of a new child.^[7] The law applies to births or placements occurring on or after October 1, 2020.^[8]

Contents [edit]

Scope of rights [edit]

The Family unit and Medical Go out Human activity of 1993 generally applies to employers of 50 or more employees in 20 weeks of the last year. Employees must accept worked over 12 months and 1250 hours in the last year (around 25 hours a week). However, employees are not eligible if they piece of work at a work site where the total number of employees employed by the employer within 75 miles of that piece of work site is less than 50.^[x] A worksite includes a public bureau, including schools and land, local, and federal employers. The 50 employee threshold does not apply to public bureau employees and local educational agencies. There are special hours rules for certain airline employees.^[11]

Employees must give notice of 30 days to employers if nascence or adoption is "foreseeable",^[12] and for serious health weather if practicable. Treatments should exist arranged "so as not to disrupt disproportionately the operations of the employer" according to medical advice.^[thirteen]

Forth with the thirty day notice, there are also other requirements to exist fabricated when seeking the FMLA rights. If an employee wants to leave the first time using ones FMLA rights, the person must first claim the Family and Medical Get out Human activity.^[xiv] In the example that an employee were to get out again under the FMLA act, the same process must proceed.^[fifteen]

With the release of employees, at that place is a certification likewise. The absence of an employee due to the weather he or she may take may require a certification every bit proof of the verification of absenteeism.^[15] In order to certify the leave of an employee, the employer may ask for other requirements. An example of these requirements are requiring multiple medical opinions. All of these prerequisites are at the employer's expense. There are likewise certain rules that may apply to those who work at local pedagogy agencies.^[fifteen]

In most of the United states employers and employees cannot decline the application of the FMLA to FMLA-qualifying absences.^[16] However from Escriba v. Foster Poultry Farms, Inc., 743 F.3d 1236, 1244 (ninth Cir. 2014) in those states under the jurisdiction of the 9th Circuit "[A]n employee can affirmatively decline to use FMLA leave, even if the underlying reason for seeking the go out would accept invoked FMLA protection."^[17]

Rights during get out [edit]

Employees can accept upward to 12 weeks of unpaid go out for child nascence, adoption, to care for a close relative in poor health, or because of an employee's own poor health.^[18] In full, the purposes for leave are:

• to treat a new child, whether for the birth, the adoption, or placement of a kid in foster care;
• to treat a seriously ill family member (spouse, son, daughter, or parent) (Note: Son/daughter has been antiseptic by the Department of Labor to mean a child nether the historic period of 18 or a child over the historic period of 18 with a mental or physical disability as defined by the Americans With Disabilities Act, which excludes, among other conditions, pregnancy and mail service-partum recovery from childbirth);^[19]
• to recover from a worker's own serious illness;
• to intendance for an injured service member in the family; or
• to address qualifying exigencies arising out of a family member's deployment.
• 20-vi workweeks of leave during a single 12-calendar month period to care for a covered servicemember with a serious injury or illness if the eligible employee is the servicemember's spouse, son, girl, parent, or side by side of kin (military caregiver leave).^[20]

Child care leave should be taken in i lump, unless an employer agrees otherwise.^[21] If a father and mother accept the same employer, they must share their leave, in outcome halving each person'southward rights, if the employer so chooses.^[22]

Employers must provide benefits during the unpaid leave.^[23] Under §2652(b) states are empowered to provide "greater family or medical exit rights".

Since 2008, the Department of Labor has allowed the spouse, child, or parent of an agile duty military member who is deployed overseas for 12 or more months to take upward to 12 weeks of leave. Too, a war machine caregiver provision was added that would allow a caregiver to take upward to 26 weeks of get out in order to actively care for a war machine fellow member who requires medical attention for acute or ongoing weather.^[24]

Substitute leave [edit]

Under §2612(2)(A) an employer can brand an employee substitute the correct to 12 unpaid weeks of leave for "accrued paid vacation get out, personal leave or family leave" in an employer's personnel policy. Originally the Section of Labor had a penalty to brand employers notify employees that this might happen. Even so, five judges in the US Supreme Court in Ragsdale v Wolverine World Wide, Inc held that the statute precluded the right of the Department of Labor to do and then. 4 dissenting judges would have held that nothing prevented the rule, and it was the Department of Labor's job to enforce the law.^[25]

Correct to render to job [edit]

Afterwards unpaid leave, an employee generally has the correct to return to their job, except for employees who are in the top 10% of highest paid and the employer can argue refusal "is necessary to prevent substantial and grievous economic injury to the operations of the employer."^[26] In full, the rights during and later on unpaid leave are to:

• the aforementioned group health insurance benefits, including employer contributions to premiums, that would exist if the employee were non on leave.
• restoration to the same position upon return to work. If the same position is unavailable, the employer must provide the worker with a position that is substantially equal in pay, benefits, and responsibility.
• protection of employee benefits while on leave. An employee is entitled to reinstatement of all benefits to which the employee was entitled before going on get out.
• protection of the employee to not have their rights under the Act interfered with or denied by an employer.
• protection of the employee from retaliation past an employer for exercising rights under the Human action.
• intermittent FMLA exit for their ain serious health condition, or the serious wellness status of a family member. This includes occasional get out for doctors' appointments for a chronic condition, handling (eastward.g., physical therapy, psychological counseling, chemotherapy), or temporary periods of incapacity (eastward.yard., severe morning sickness, asthma attack).^[27]

"Highly compensated employees" have limited rights to return to their jobs. They are defined as "a salaried eligible employee who is amid the highest paid x percent of the employees employed by the employer within 75 miles of the facility at which the employee is employed".^[28] Their employers are not required to restore them to their original position (or an equivalent position with equivalent pay and benefits, as is guaranteed to other employees) if the employer determines that denying the employee their position is "necessary to prevent substantial and grievous economical injury to the operations of the employer" ^[28] and the employer provides the worker with find of this decision, though no time frame for providing this notice is established.

Enforcement [edit]

Employees or the Secretary of Labor can bring enforcement actions,^[29] but at that place is no correct to a jury for reinstatement claims. Employees can seek amercement for lost wages and benefits, or the cost of child care, plus an equal amount of liquidated damages unless an employer can prove it acted in adept religion and reasonable crusade to believe information technology was not breaking the law.^[30] There is a two-year limit on bringing claims, or three years for willful violations.^[31]

Not-eligible workers and types of get out [edit]

The federal FMLA does non utilise to:

• workers in businesses with fewer than 50 employees (this threshold does non utilise to public agency employers and local educational agencies equally they are covered employers by name simply there still must be at least 50 employees with a 75-mile radius for the employee to be eligible for FMLA leave^[15]);
• part-time workers who take worked fewer than ane,250 hours inside the 12 months preceding the leave and a paid vacation;
• workers who need time off to intendance for seriously ill elderly relatives (other than parents), unless the relative was interim in loco parentis at the time the worker turned xviii;^{[32] [33]}
• workers who need fourth dimension off to recover from short-term or common illness similar a cold, or to treat a family unit fellow member with a short-term illness;
• elected officials; and
• workers who need time off for routine medical intendance, such as check-ups.
• workers who need fourth dimension off to treat pets;

State family leave [edit]

Nine states—California, Colorado, Connecticut, Massachusetts, New Bailiwick of jersey, New York, Oregon, Rhode Island, and Washington State—and Washington D.C. take passed into law programs that provide pay to workers taking time off to bond with a new child, care for a seriously ill loved one, or recover from ane'southward own serious wellness condition.^[34]

Dropping the employer threshold [edit]

The federal FMLA only applies to employers with 50 or more than employees, within 75 miles. Some states have enacted their own FMLAs that take a lower threshold for employer coverage:

• Maine: 15 or more employees (private employers)^[35] and 25 or more (city or boondocks employers).^[36]
• Maryland: 15 or more than employees (private employers)Upwardly to seven days for os marrow donation. Up to 30 days for organ donation.^{[37] [38]}
• Minnesota: 21 or more employees (parental leave but).^[39]
• Oregon: 25 or more employees. An employee must have worked at to the lowest degree 180 days, and averaged 25 hours per week at the time medical leave is requested^{[twoscore] [41]}
• Rhode Island: 50 or more employees (private employers)^[42] and 30 or more employees (public employers).^[43]
• Vermont: 10 or more than employees (parental leave merely)^[44] and fifteen or more employees (family and medical get out).^[45]
• Washington: 50 or more than employees (FMLA reasons besides insured parental go out);^[46] all employers are required to provide insured parental leave.^{[47] [48]}
• District of Columbia: 20 or more employees.^[49]

Expanded coverage [edit]

The federal FMLA simply applies to immediate family—parent, spouse, and child. The 2008 amendments to the FMLA for military machine family members extend the FMLA's protection to side by side of kin and to developed children. The Section of Labor on June 22, 2010 clarified the definition of "son and girl" under the FMLA "to ensure that an employee who assumes the role of caring for a kid receives parental rights to family unit get out regardless of the legal or biological relationship" and specifying that "an employee who intends to share in the parenting of a child with their aforementioned sexual activity partner volition be able to exercise the correct to FMLA get out to bond with that child."^[fifty]

In Feb 2015, the Section of Labor issued its concluding rule amending the definition of spouse under the FMLA in response to the decision in U.s. v. Windsor, effective March 27, 2015.^[51] The revised definition of "spouse" extends FMLA leave rights and job protections to eligible employees in a same-sex activity marriage or a mutual-law matrimony entered into in a state where those statuses are legally recognized, regardless of the state in which the employee works or resides.^[52] Fifty-fifty if an employee works where same-sex activity or mutual law union is not recognized, that employee'south spouse triggers FMLA coverage if the employee married in a state that recognized same-sexual activity matrimony or common constabulary marriage.^[53] Some states had already expanded the definition of family in their own FMLAs:

• California: Domestic partner and domestic partner'southward kid.^[54]
• Connecticut: Ceremonious union partner,^[55] parent-in-law.^[56]
• Hawaii: Grandparent, parent-in-law, grandparent-in-law^[57] or an employee's reciprocal beneficiary.^[58]
• Maine: Domestic partner and domestic partner'southward child,^[59] siblings.^[60]
• Maryland: Allows the employee to apply fourth dimension for firsthand family under the same rules if taking it for themselves. Includes pace, adopted and even people who were principal caregivers even if not related.^[61]
• New Bailiwick of jersey: Civil union partner and kid of civil union partner,^[62] parent-in-law, step parent.^[63]
• Oregon: Domestic partner,^[64] grandparent, grandchild or parent-in-police force.^[65]
• Rhode Island: Domestic partners of land employees, parent-in-police force.^[66]
• Vermont: Civil marriage partner,^[67] parent-in-law.^[68]
• Wisconsin: Parent-in-constabulary.^[69]
• District of Columbia: Related to the worker by blood, legal custody, or marriage; person with whom the employee lives and has a committed relationship; kid who lives with employee and for whom employee permanently assumes and discharges parental responsibleness.^[70]

Increasing the uses for FMLA leave [edit]

FMLA exit tin can be used for a worker'due south serious wellness condition, the serious health condition of a family member, or upon the arrival of a new kid. State FMLA laws and the new military family unit provisions of the FMLA have broadened these categories:

• Connecticut: Organ or bone marrow donor.^[71]
• Maine: Organ donor;^[72] death of employee's family fellow member if that family member is a servicemember killed while on active duty.^[73]
• Maryland: Maryland Family Exit Human action (MFLA) – Organ donor, Person Continuing in Loco Parentis, For Service Get out, and added a specific anti-retaliation penalty on pinnacle of FMLA recovery. Runs parallel to FMLA.
• Oregon: Care for the non-serious injury or illness of a child requiring home care.^[74]

[edit]

Several states have passed FMLA-blazon statutes to requite parents unpaid go out for other related purposes, including:

• Attention child'south school or educational activities. Examples include California,^[75] Commune of Columbia,^[76] Massachusetts,^[77] Minnesota,^[78] Rhode Island,^[79] Vermont,^[80] and others.
• Taking family members to routine medical visits. Massachusetts^[81] and Vermont.^[82]
• Addressing the effects of domestic violence, stalking, or sexual assault. Examples include Colorado,^[83] Florida,^[84] Hawaii,^[85] and Illinois.^[86]

Significance [edit]

In 2003, Han and Waldfogel plant that "only about 60% of private sector workers are covered" ^[87] due to the clause stipulating a minimum number of employees, and once the clause stipulating a minimum number of hours worked is added, only 46% of individual sector workers are eligible for get out under the FMLA. In June 2007, the Department of Labor estimated that of 141.7 million workers in the U.s., 94.4 million worked at FMLA-covered worksites, and 76.ane million were eligible for FMLA leave. But viii to 17.1 percent of covered, eligible workers (or between 6.1 1000000 and 13.0 meg workers) took FMLA go out in 2005.^[88] The 2008 National Survey of Employers found no statistically significant difference betwixt the proportion of small employers (79%) and large employers (82%) that offer full FMLA coverage.^[89]

Although much of the research has been conducted on populations in other countries,^[90] Berger et al.^[91] found that children in the United States whose mothers return to piece of work within the get-go 3 months after giving nascency are less probable to be breastfed, have all of their immunizations up to appointment (past 18 months), and receive all of their regular medical checkups; they are also more likely to exhibit behavioral problems past four years of age. Chatterji and Markowitz ^[92] as well found an association between longer lengths of maternity leave and lesser incidence of depression amid mothers.

Despite the lack of rights to leave, there is no right to free child care or day care. This has encouraged several proposals to create a public system of free child intendance, or for the government to subsidize parents' costs.^[93]

Controversy [edit]

The act was controversial at its passage. Much of the controversy focused on its impact on the business community, and on whether the law should exist gender neutral or non.^[94] In order to brand the police force more acceptable, information technology was argued that the law would reduce abortions.^[95] Proponents of the constabulary focused on its do good to men and children, in club to counter the claim that it was giving women "special handling".^[96] Other controversies focused on whether the leave should be paid or not.^[97]

The law was finally canonical, mandating unpaid gender-neutral leave; all the same it was still criticized. Critics of the human activity have suggested that past mandating various forms of leave that are used more often by female than male employees, the Act, like the Pregnancy Bigotry Act of 1978, makes women more expensive to employ than men. They argue that employers will engage in subtle discrimination confronting women in the hiring process, discrimination which is much less obvious to observe than pregnancy discrimination against the already hired. Throughout history, gender discrimination towards women was mutual; certain laws were placed that would restrict a woman's option in choosing a working position, as well as, how many hours she could work^[98] ei. Employers Supporters counter that the deed, in contrast to the Pregnancy Bigotry Act of 1978, is aimed at both women and men, and is part of an overall strategy to encourage both men and women to take family-related leave.^[99] However, this is based on the assumption that men will take advantage of the opportunity of unpaid leave at comparable rates to women. According to Grossman, there is no basis for this assumption upon the inception of the legislation and no evidence has been institute today to support this assumption. Therefore, the employer incentive to prefer male employees is preserved despite the equal opportunity for both sexes to take go out.^[100]

Moreover, the FMLA is much less comprehensive than Western European go out policies. Namely, the United States is the only industrialized state without paid leave for parents. This illustrates the lack of provisions offered in the United States equally compared to that of other industrialized countries. For instance, all Western European nations accept maternity paid leave and over half have paternity and sick kid care paid leave, while the United States has no paid leave.^[101]

Additionally, workplace fairness has been questioned under the Act. For example, any woman-specific benefits provided by the legislation were considered special handling and thus unacceptable, and ignoring the idea that women may take a greater share of burden of caregiving in reality. In retort, supporters may argue that creating such legislation that recognizes the female's greater part in child care, stereotype would be reinforced.^[102]

The success of the implementation of the policy is also controversial because it is questioned whether the policy is actually going to those who need the benefits. For instance, since the leave offered is unpaid, majorities of eligible employees can not take time off because they can not afford to do so.^[103] And according to Pyle and Pelletier, eligible workers may not even know about this policy and the benefits allotted to them.^[102]

Under law, women are protected from sexual practice discrimination in the workplace only a large stigma against women all the same exists in terms of them being every bit skilled as their male person co-workers, and ultimately testing the federal protection of rights in a work environment.^[104] Similar any other federal regulation, it is strictly prohibited for an employer to discriminate towards an employee (especially if the employee is using their FMLA rights), and to strain from providing accurate data for all employees to access.^[105]

Signing ceremony [edit]

Vicki Yandle, a receptionist who was fired after asking for a few weeks of time off to care for a daughter with cancer, was on stage with President Clinton when the police force was signed.^[106]

See also [edit]

• United states of america labor law
• Cleveland Board of Instruction five. LaFleur (1974)

Notes [edit]

1. ^ Bruce, Stephen. "Family and Medical Get out Human activity". HR Daily Advisor . Retrieved 20 September 2011.
2. ^ Wilentz, Sean (2008). The Historic period of Reagan . HarperCollins. pp. 327–328. ISBN978-0-06-074480-9.
3. ^ "William J. Clinton: Statement on Signing the Family unit and Medical Exit Act of 1993". www.presidency.ucsb.edu . Retrieved 2017-03-29 .
4. ^ Congress. 1993. Family and Medical Leave Act of 1993. Washington, D.C. pH.R.1–2 quoted
5. ^ Congress. 1993. Family and Medical Go out Act of 1993. Washington, D.C. pH.R.1–2 quoted.
6. ^ S. 1790; NDAA 2020, Pub.L. 116-92, Pub.50. 116–92 (text) (PDF)
7. ^ five USC § 6382(d)(2)
8. ^ Function of Personnel Management, MEMORANDUM FOR: HEADS OF EXECUTIVE DEPARTMENTS AND AGENCIES on December 27, 2019
9. ^ California, New Jersey, Rhode Island and New York
10. ^ 29 USC §2611(2)
11. ^ "Family unit and Medical Leave Act Airline Flying Crew Technical Amendments".
12. ^ 29 USC §2612(e)
13. ^ 29 USC §2612(due east)(2)
14. ^ "Family and Medical Leave for Federal Employees". U.S. Office of Personnel Management . Retrieved 2019-07-03 .
15. ^ ^{a b c d} "Fact Canvass #28: The Family and Medical Leave Act" (PDF). U.S. Department of Labor. 2012. Retrieved 21 August 2019.
16. ^ https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/2019_03_14_1A_FMLA.pdf
17. ^ https://cdn.ca9.uscourts.gov/datastore/opinions/2014/02/25/eleven-17608.pdf
18. ^ 29 USC §2512(a)(2) and on adoption, see Kelley v Crosfield Catalysts 135 F2d 1202 (7th Excursion 1998) The same rules for federal employees were codified in 5 USC §§6381–6387.
19. ^ "DoL Opinion".
20. ^ "Family and Medical Exit Act – Wage and Hour Division (WHD) – U.S. Department of Labor". Dol.gov. Archived from the original on 2011-04-04. Retrieved 2014-08-06 .
21. ^ 29 USC §2612(a)(ii)
22. ^ 29 USC §2612(f) "the aggregate number of workweeks of get out to which both may exist entitled may be limited to 12 workweeks"
23. ^ 29 USC §2614(c). If an employee quits, the employer is enabled to compensate costs.
24. ^ "Military Family Exit Provisions of the FMLA - Wage and Hour Division (WHD) - U.Southward. Department of Labor". www.dol.gov . Retrieved 2017-03-29 .
25. ^ 535 US 81 (2002)
26. ^ 29 USC §2614(b). Under 29 USC §2612(b)(2) employers may transfer employees to another position with similar pay and benefits if wellness absences could be intermittent. Nether §2618 special rules utilize for employees of local educational agencies.
27. ^ Vedder Price (January 26, 2011). "Struggling with Intermittent FMLA Leave". The National Law Review. Retrieved 2012-04-29 .
28. ^ ^{a b} Congress. 1993. Family and Medical Leave Human action of 1993. Washington, D.C. pH.R.one–viii quoted.
29. ^ 29 USC §2617, and see Frizzell v Southwest Motor Freight, 154 F3d 641 (6th Excursion 1998)
30. ^ 29 USC §2617(a)(i)(A)(iii)
31. ^ See Moore v Payless Shoe Source (8th Circuit 1998)
32. ^ 29 U.South.C. § 2611
33. ^ Coutard v. Municipal Credit Marriage 2017 WL 526060 (2nd Cir. Feb. 9, 2017)
34. ^ "Comparative Chart of Paid Family and Medical Leave Laws in the U.s.a.". A Better Balance . Retrieved 2022-03-03 .
35. ^ 26 Me. Rev. Stat. Ann. tit. 26 § *843 (3)(A)
36. ^ 26 Me. Rev. Stat. Ann. tit. 26 § 843 (three)(C)
37. ^ Family AND MEDICAL LEAVE Deed (FMLA) GUIDE (PDF). State OF MARYLAND. Baronial 2013. Retrieved 2014-08-06 .
38. ^ "SENATE BILL 562" (PDF). February 5, 2009. Retrieved 2014-08-06 .
39. ^ Minn. Stat. § 181.940 (Subd. iii)
40. ^ Or. Rev. Stat. § 659A.153 (1)
41. ^ "Oregon FMLA Laws". world wide web.employmentlawhq.com . Retrieved 2017-02-21 .
42. ^ R.I. Pub. Laws §28-48-one(three)(i)
43. ^ R.I. Pub. Laws § 28-48-1(3)(iii)
44. ^ 23 VSA § 471(iv)
45. ^ 23 VSA § 471(iii)
46. ^ RCW § 49.78.020(5)
47. ^ RCW § 49.86.010 (vi)(a)
48. ^ RCW § l.fifty.080(1)
49. ^ D.C. Code § 32-516(2)
50. ^ "Us Department of Labor clarifies FMLA definition of 'son and daughter'". U.S. Department of Labor. 2010-06-22. Archived from the original on 2010-06-26. Retrieved 2010-07-xiv . News Release Number: ten-0877-NAT
51. ^ Forman, Shira (27 February 2015). "DOL Problems Final Rule Amending FMLA Definition of "Spouse" to Include Same-Sex activity Marriages". Sheppard Mullin Richter & Hampton LLP. Retrieved 28 February 2015.
52. ^ Trotier, Geoffrey S. (24 February 2015). "FMLA "Spouse" Definition Now Includes Same-Sex activity Spouses and Common-Police force Spouses". The National Police Review. von Briesen & Roper, s.c. Retrieved 28 February 2015.
53. ^ Gozdecki, Jeanine Yard. (25 February 2015). "FMLA Last Rule: "Spouse" Means Same-Sex Spouse (Even in Alabama)". The National Police Review. Barnes & Thornburg LLP. Retrieved 28 Feb 2015.
54. ^ Cal. Fam. Code § 297.5
55. ^ Conn. Gen. Stat. § 46b-38nn
56. ^ Conn. Gen. Stat. § 31-51kk (vii)
57. ^ Haw. Rev. Stat. § 398.1
58. ^ Haw. Rev. Stat. § 398.three
59. ^ 26 ME. Rev. Stat. Ann. § 843 (iv)(D)
60. ^ LD 2132
61. ^ "SENATE BILL 562" (PDF). February 5, 2009. Retrieved 2014-08-06 .
62. ^ N.J. Stat. Ann. § 37:1-31
63. ^ North.J. Stat Ann. § 34-11B(3)(h)
64. ^ HB 2007
65. ^ OR. Rev. Stat. § 659A.150 (4)
66. ^ R.I. Pub. Laws § 24-48-1(5)
67. ^ 23 VSA § 1204(a)
68. ^ 23 VSA § 471(3)(B)
69. ^ Wis. Stat. §103.10(1)(f)
70. ^ D.C. Code 32-501(A), (B), (C)
71. ^ Conn. Gen. Stat. § 31-51ll (2)(E)
72. ^ 26 ME. Rev. Stat. Ann. § 843 (4)(E)
73. ^ 26 ME. Rev. Stat. Ann. § 843 (4)(F)
74. ^ OR. Rev. Stat. § 659A.159 (d)
75. ^ Cal. Lab. Code § 230.8
76. ^ D.C. Code 32-1202
77. ^ Mass. Gen. Laws. Ch. 149 § 52(D)(b)(one)
78. ^ Minn. Stat. § 181.9412
79. ^ R.I. Pub. Laws § 24-48-12
80. ^ 23 VSA § 472a (a)(1)
81. ^ Mass. Gen. Laws. Ch. 149 § 52(D)(b)(2)&(three)
82. ^ 23 VSA § 472a (a)(ii)
83. ^ Colo. Rev. Stat. § 24-34-402.seven
84. ^ FLA. STAT. § 741.313
85. ^ Haw. Rev. Stat. § 378-72
86. ^ 820 Ill. Comp. Stat. 180/1-180/45
87. ^ Han, W.-J. and Waldfogel, J. 2003. "Parental Go out: The Bear upon of Contempo Legislation on Parents' Leave-Taking." Census. forty(one):191–200. p191 quoted.
88. ^ "Family unit and Medical Exit Act Regulations: A Study on the Department of Labor'due south Request for Data." 28 June 2007. Department of Labor, Employment Standards Assistants, Wage and Hour Division. Federal Register, Vol. 72, No. 124. [i]
89. ^ Galinsky, Eastward., Bond, J., Sakai, K., Kim, S., Giuntoli, N. 2008. National study of employers. New York, NY: Families and Work Institute. [2]
90. ^ Gregg, P.Due east., Washbrook et al. 2005. "The Effects of a Mother'southward Return to Work Decision on Child Development in the UK." The Economical Journal. 115(501):F48-F80.
91. ^ Berger, L.M., Hill, et al. 2005. "Maternity Get out, Early Maternal Employment and Child Wellness Evolution in the US." The Economic Journal. 115(501):F29-F47.
92. ^ Chatterji, P. and Markowitz, South. 2005. "Does the Length of Motherhood Leave Touch on Mental Health." Southern Economic Journal. 72(1):16–41.
93. ^ e.g. D Paquette, 'The enormous ambition of Hillary Clinton's kid-care plan' (May 12, 2016) The Washington Post
94. ^ Anthony, Deborah J. (2008). "The Hidden Harms of the Family and Medical Leave Act: Gender-Neutral Versus Gender-Equal". Gender, Social Policy & the Police force. 16: iv – via Digital Commons.
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External links [edit]

• Family unit and Medical Leave Act of 1993 29 U.S. Code Affiliate 28
• Department of Labor Family unit & Medical Go out information pages
• Senate roll call vote
• House curl call vote
• Nevada Dept. of Human Resources v. Hibbs
• Your Rights Under the Federal Family unit and Medical Leave Act (FMLA)
• A Child's Wish at IMDb – A fabricated-for-TV film almost the act in which President Clinton appears briefly every bit himself.
• https://spider web.annal.org/web/20090703173531/http://paidsickdays.nationalpartnership.org/site/PageServer?pagename=ourwork_fmla_FamilyandMedicalLeave
• http://www.nationalpartnership.org/site/DocServer/WF_PL_FactSheet_PaidFamilyLeave_2009.pdf?docID=4682&autologin=truthful

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Source: https://en.wikipedia.org/wiki/Family_and_Medical_Leave_Act_of_1993

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