FLMA Act Case Study

The FMLA benefits the employer by allowing him or her to excuse his employees for medical conditions or family issues. This benefits both the employer and employee in allowing them to both know that their can be a balance between the workplace and family life. (dol.gov)

Sophie just had a baby, and her government ensures that she has 16 weeks of paid maternity leave, with 3 additional years of unpaid leave if she wants it. Her husband also has 11 days of paid

The Family and Medical Leave Act sets regulations for job-protected leave related to family and medical reasons. FMLA applies to organizations with 50 or more employees working within 75 miles of the employee’s worksite (“Employment Laws,” n.d., para. 6). Employees who have been with their current employer for 12 months and who have worked 1250 hours of service in the previous 12 months are eligible for 12 weeks of unpaid leave through FMLA (“Eligibility Requirements,” Revised 2013). FMLA covers the following leave reasons:

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.

In this given situation the Employee’s FMLA right was satisfied when he was granted the leave. The Employee met all requirements to be granted leave because he was with a company that had over 50 employees for over 2 years. The 2 years that customer worked satisfied the requirement of working a total of 12 months before leave can be granted. Also, since the Employee’s leave was for birth care that was a valid reason for asking for the leave.

The Family and Medical Leave Act sets regulations for job-protected leave related to family and medical reasons. FMLA applies to organizations with 50 or more employees working within 75 miles of the employee’s worksite (“Employment Laws,” n.d., para. 6). Employees who have been with their current employer for 12 months and who have worked 1250 hours of service in the previous 12 months are eligible for 12 weeks of unpaid leave through FMLA (“Eligibility Requirements,” Revised 2013). FMLA covers the following leave reasons:

An employee took time off due to his wife giving birth prematurely. His requested time off was approved by his original manager as the employee qualified for FMLA since he has been with the company for two years and was for the care of his spouse. Under (1)”FMLA rules certain employees can be provided up to 12 weeks unpaid, job-protected leave per year. The employee must work for the company at least 12 months, have at least 1250 hours during the 12 months and the where the employee work, the company must employ at least 50 employees within 75 miles”.

Employee A meets the requirements for coverage under the FMLA. He has worked for the company for 2 years, which fulfills the minimum requirement of 1250 hours on the job. The birth of a child is specifically provisioned for and the premature nature of the birth excludes him from the requirement of providing 30 days’ notice. Upon return he was given his original position at the same rate of pay, which fulfills the obligation of the employer per the FLMA. Employee A asked for his leave to be paid retroactively, but as this is not a requirement in the FMLA the request was appropriately denied. Nothing was mentioned either for or against the employee using his paid time off for the leave.

Lyle McKinney and Heather Novak address in the article “FASA Filing among first-year college students: who files on time, who doesn’t, and why does it matter?” that every year many students fail to collect financial aid because they did not file for one. The reason why students do not file for FAFSA is because they believe that they do not meet the requirements for financial aid. Other think that they can provide for themselves without the help from financial aid. Some students worry about their privacy or they either miss the application deadline. According to McKinney and Novak, “44% of first-year community college students did not file a FAFSA” (McKinney and Novak 12). Community college students who file late or after the deadline will get

 Time off is also allowed for childbirth, adoption, and to care for a sick child or family member.

     The Family and Medical Leave Act was enacted by Congress on February 5, 1993, and it is public law 103-3. This law allows for a person to leave work in certain situations without losing his/her job. An eligible employees must have worked for the employer for at least 12 months and at least completed 1250 hours of service. An employee is able to leave work for up to 12 weeks for any of the following reasons: the employee expects a baby in his/her immediate family, the employee expects an adopted child in his/her immediate family, the employee has to take care of an ill family member which includes spouse, parent or his/her own children, and/or the employee has a serious medical

The Family and Medical Aid Act (FLMA), of 1993, provides for 12 weeks of unpaid, job protected leave for certain specified events (8). Whilst one could refer to this as maternity or paternity leave if taken because of a pregnancy, this would not be strictly true. Where maternity and paternity leave are offered around the

Bargaining between the different chambers and parties in Congress has been apparent in this case. The Nutrition Labeling and Education Act of 1990, Rep. Henry Waxmen led a charge to amend the FFDCA, by requiring that certain vitamins and minerals must include appropriate nutritional labeling. The bill was a bi-partisan effort increase the FDA’s power to regulate the food and supplement industry. The bill passed in the House of Representative but met contention int he Senate. The Senate had the ability to block the legislation because it proposed an amendment, that needed to be accepted for it to pass in both house. Since the amendment was minor, it dealt with the labeling of dairy products and maple syrup, the house decided to accept the amendment

These procedures are to resolve Escalated Cases that are received on loans that RCS is servicing for Fannie Mae (FNMA). They may be sent by the Treasury’s Borrowers Support Centers - MHA Help and the HAMP Solution Center (HSC), the customer, an authorized 3rd party, or FNMA. An escalated case includes:

LPFA’s commitment of furthering education, healthcare, economic development, and job creation in Louisiana places the Southern University System Foundation and Southern University Innovation Center in perfect alignment. The SUSF has committed our very existence to extending educational opportunities throughout the state to ultimately build a stronger state-wide presence. LPFA has been instrumental in establishing business incubators across the state. This proposal addresses all primary focuses of LPFA’s mission. We hope to establish a lasting relationship to help build an increasingly functional