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Topic: Family and Medical Leave Act of 1993

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	Family and Medical Leave Act of 1993 - Wikipedia, the free encyclopedia
		The Family and Medical Leave Act of 1993 (Public Law 103-3, enacted February 5, 1993) is a United States labor law allowing an employee to take unpaid leave due to illness or to care for a sick family member.
		Generally, the Act ensures that all workers are able to take extended leaves of absence from work to handle family issues or illness without fear of being terminated from their jobs by their employers or being forced into a lower job upon their return.
		The act was drafted by the National Partnership for Women and Families (formerly known as the National Women's Defense Fund) a nonprofit, nonpartisan organization that uses public education and advocacy to promote fairness in the workplace, quality health care, and policies that help women and men meet the dual demands of work and family.
	en.wikipedia.org /wiki/Family_and_Medical_Leave_Act (596 words)

	Family & Medical Leave Act of 1993- FMLA
		Intermittent leave taken for the birth and care of a child is also subject to the employer's approval except for pregnancy-related leave that would be leave for a serious health condition.
		Pregnancy disability leave or maternity leave for the birth of a child would be considered qualifying FMLA leave for a serious health condition and may be counted in the 12 weeks of leave so long as the employer properly notifies the employee in writing of the designation.
		Family leave in order to care for a spouse, son, daughter, or parent of the employee if such spouse, son, daughter, or parent has a serious health condition.
	www.osrllg.com /additional_fmla.php (3777 words)

	Family and Medical Leave Act of 1993, CDFS-1378-95
		If both spouses are working for the organization, their total leave in any 12-month period may be limited to 12 weeks if the leave is taken (1) for the birth or adoption of a child or (2) to care for a sick parent.
		Depending on the reason for the leave, employees may elect, or may be required, to substitute their accrued paid vacation, personal, family, or medical or sick leave for any part of the twelve (12) weeks of leave granted.
		Employers found in violation of this act may be liable for any actual monetary losses sustained by the employee as a direct result of the violation, such as the cost of providing care, up to a sum equal to 12 weeks of wages or salary for the employee.
	ohioline.osu.edu /cd-fact/1378.html (875 words)

	Family Medical Leave Act of 1993
		Leave for the birth, adoption, or placement of a child may be taken on an intermittent basis only by prior arrangement with the University.
		Where leave is not foreseeable, such as during a medical emergency, notice must be given as soon as practicable, and ordinarily within one or two business days of when the employee learns of the need for the leave.
		Where the leave is for the serious medical condition of the employee or the employee's spouse, child, or parent, the employee must submit a medical certification form supporting the need for the leave.
	www.umass.edu /usa/fmla.htm (1463 words)

	Family Leave Act of 1993 (Site not responding. Last check: 2007-10-12)
		The Family and Medical Leave Act (the FMLA), which takes effect on August 5, 1993, will change the way employers are required to respond to their employees who are experiencing family emergencies or the addition of a new child.
		If the leave is needed to care for a seriously ill family member or for the employee's own medical problems, the employee may request an intermittent or reduced schedule leave.
		Upon return from the leave, the employee must be given his or her own job or an "equivalent" position, including equivalent benefits, pay, and other terms and conditions of employment.
	www.dkarpman.com /leave.html (1261 words)

	Job Accommodation Network (Site not responding. Last check: 2007-10-12)
		The leave can be taken for the birth or adoption of a child, to care for a spouse or an immediate family member with a serious health condition, or when an employee is unable to work because of his or her own serious health condition.
		An eligible employee can request FMLA leave for the birth, adoption or foster care placement of a child, to care for the employee's ill spouse, child or parent or when the employee is unable to perform the functions of his or her job due to a serious health condition.
		Employees may be entitled to FMLA leave for medical appointments such as visits to a physician, therapy for a chronic health condition or prenatal care.
	www.jan.wvu.edu /media/FMLA.html (2523 words)

	Family Medical Leave Act (Site not responding. Last check: 2007-10-12)
		Leave cannot be counted against FMLA entitlement until the employee invokes FMLA.
		Notice of intent to take family and medical leave must be given at least 30 days in advance or as soon as practicable.
		Medical certification is required to document the serious health condition of the employee or the employee's family member.
	arc.publicdebt.treas.gov /fs/fsfmla.htm (344 words)

	Family and Medical Leave Act of 1993 (Site not responding. Last check: 2007-10-12)
		The Family and Medical Leave Act of 1993 entitles employees to take reasonable leave for medical reasons, for the birth or adoption of a child, and for the care of a child, spouse, or parent who has a serious health condition.
		An employee taking family or medical leave is entitled to reinstatement to the position of employment held when the leave began or to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment.
		Leave need not be paid but medical coverage under any group health plan must be maintained during the leave.
	www.payroll-taxes.com /PayrollTaxes/00000442.htm (170 words)

	The Family and Medical Leave Act of 1993 Factsheet
		The Family and Medical Leave Act of 1993 (FMLA) was enacted on February 5, 1993.
		FMLA leave may be taken intermittently whenever medically necessary to care for a seriously ill family member, or because the employee is seriously ill and unable to work.
		When leave is needed to care for an immediate family member or the employee's own illness, and is for planned medical treatment, the employee must try to schedule treatment so as not to unduly disrupt the employer's operation.
	www.mrsc.org /personnel/fmla/fmlafact.htm (1741 words)

	Family and Medical Leave Act of 1993 (Site not responding. Last check: 2007-10-12)
		The University complies with the Family and Medical Leave Act of 1993, which grants an eligible employee up to a total of 12 work weeks of leave in any 12-month period for certain circumstances.
		The total family and medical leave entitlement for each employee is 12 weeks in any 12-month period.
		The FMLA calendar begins immediately and, therefore may include paid leave (sick leave or vacation, whichever is applicable) for part or all of the 12 week period.
	www.udel.edu /sportsinfo/policy_manual/family_leave.html (158 words)

	The Family and Medical Leave Act, the Americans with Disabilities Act, and Title VII of the Civil Rights Act of 1964
		The Family and Medical Leave Act, the Americans with Disabilities Act, and Title VII of the Civil Rights Act of 1964 This fact sheet was prepared by the Equal Employment Opportunity Commission's (EEOC) Office of Legal Counsel.
		A: The FMLA and the ADA both require a covered employer to grant medical leave to an employee in certain circumstances.4 The FMLA and Title VII both have requirements governing leave for pregnancy and pregnancy-related conditions.
		FMLA leave also may be used to change an employee's schedule for a period of time, normally from full-time to part-time.
	www.eeoc.gov /policy/docs/fmlaada.html (3065 words)

	The Office of General Counsel at The Catholic University of America in Washington, DC
		Leave designated as FMLA leave for this purpose may not include leave required under state law or an employer plan which is not also covered by FMLA.
		When such leave is foreseeable based on planned medical treatment, an employer may require the employee to temporarily transfer (for the duration of the leave) to an available alternative position for which the employee is qualified and which better suits his/her reduced hours.
		The employer's agreement is not required, however, for leave during which the mother has a serious health condition in connection with the birth of her child or if the newborn child has a serious health condition.
	counsel.cua.edu /fedlaw/Fmla1993.cfm (4473 words)

	DOL WHD: The Family and Medical Leave Act of 1993
		The taking of leave intermittently or on a reduced leave schedule pursuant to this paragraph shall not result in a reduction in the total amount of leave to which the employee is entitled under subsection (a) beyond the amount of leave actually taken.
		"(b)(1) Leave under subparagraph (A) or (B) of subsection (a)(1) shall not be taken by an employee intermittently or on a reduced leave schedule unless the employee and the employing agency of the employee agree otherwise.
		"(5) in the case of certification for intermittent leave, or leave on a reduced leave schedule, for planned medical treatment, the dates on which such treatment is expected to be given and the duration of such treatment.
	www.dol.gov /esa/regs/statutes/whd/fmla.htm#SEC_102_LEAVE_REQUIREMENT (6838 words)

	Family and Medical Leave
		See "Sick Leave to Care for a Family Member with a Serious Health Condition") FMLA leave is in addition to other paid time off available to an employee.
		An employee must provide notice of his or her intent to take family and medical leave not less than 30 days before leave is to begin or, in emergencies, as soon as is practicable.
		An agency may request medical certification for FMLA leave taken to care for an employee's spouse, son, daughter, or parent who has a serious health condition or for the serious health condition of the employee.
	www.opm.gov /oca/leave/HTML/fmlafac2.asp (380 words)

	Family and Medical Leave Act
		Spouses employed by the same employer are jointly entitled to a combined total of 12 workweeks of family leave for the birth or placement of a child for adoption or foster care, and to care for a parent (but not a parent-in-law) who has a serious health condition.
		If FMLA leave is for birth or placement for adoption or foster care, use of intermittent leave is subject to the employer's approval.
		Upon return from FMLA leave, an em-ployee must be restored to his or her original job, or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions.
	www.unlv.edu /Human_Resources/Benefits/fmla.html (1664 words)

	The Family and Medical Leave Act of 1993
		So it is up to him alone to check on their situation and make things easier for them; and he would have found it much more difficult to perform this filial duty had he not been able to invoke the FMLA when asking for time off.
		In a real sense he was luckier than many others who take advantage of this measure, as he was able to convince the school district to pay him while he was down south one sixth of the sum he would have received for the eight week period had he been in the classroom.
		President Clinton suggested extending the FMLA to smaller firms and proposed that it be liberalized by letting states with a surplus in their unemployment insurance funds subsidize FMLA leaves not for all of the Act's beneficiaries but just for those of them who are new parents who cannot afford an unpaid absence.
	www.sidems.org /fmla.htm (1667 words)

	The Family and Medical Leave Act of 1993
		The Family and Medical Leave Act of 1993 (Public Law 103-3) allows eligible employees to take reasonable unpaid leave (up to 12 full weeks each year) for the birth or adoption of a child, the new placement of a foster child, or the serious illness of the employee or close family member.
		The Family and Medical Leave Act, the Americans with Disabilities Act, and Title VII of the Civil Rights Act of 1964, a question and answer paper discussing the three acts, prepared by the U.S. Equal Opportunity Commission.
		Your Rights under the Family and Medical Leave Act of 1993 is the same information required by employers to post in the workplace.
	www.mrsc.org /personnel/fmla/fmlapage.htm (781 words)

	U.S. Department of Labor: Compliance Assistance: Family and Medical Leave Act (FMLA)
		to take medical leave when the employee is unable to work because of a serious health condition.
		An optional form that may be used to obtain a medical certification from a health care provider.
		Form WH-381 An optional form that an employer may use to respond to an employee's request for leave.
	www.dol.gov /esa/whd/fmla (317 words)

	Ramifications of the Family and Medical Leave Act of 1993 - includes related article Healthcare Financial Management - ...
		Six months ago, the Family and Medical Leave Act of 1993 was signed into law, and key provisions of the act became effective on August 5, 1993.
		A controversial bill guaranteeing the right to unpaid leave for family or medical reasons was finally passed by Congress in 1992, but vetoed by then-President Bush.
		The act provides that employees must be granted up to 12 weeks of unpaid leave for specified reasons.
	www.findarticles.com /p/articles/mi_m3257/is_n8_v47/ai_14383681 (369 words)

	Family and Medical Leave Expansion Act
		Wage replacement available to an individual under this paragraph shall be in addition to any compensation from annual or sick leave that the individual may elect to use during a period of leave, or an absence from employment, described in subsection (d)(2), during any 12-month period.
		Paragraphs (2)(B)(ii) and (4)(A)(i) of section 101 of the Family and Medical Leave Act of 1993 (29 U.S.C. 2611(2)(B)(ii) and (4)(A)(i)) are amended by striking `50' each place it appears and inserting `25'.
		Paid leave available to an individual under this subsection shall be in addition to any annual or sick leave that the individual may elect to use during a period of leave, or an absence from employment, described in subsection (c)(2), during any 12-month period.
	www.theorator.com /bills108/s304.html (5574 words)

	Family and Medical Leave Act of 1993, Page 1
		(9) REDUCED LEAVE SCHEDULE.--The term "reduced leave schedule" means a leave schedule that reduces the usual number of hours per workweek, or hours per workday, of an employee.
		Family and Medical Leave Act of 1993, Page 1">email page to a friend
		By using it you agree to the terms of service, including jurisdiction and limitation of liability provisions.
	laws.adoption.com /.../the-family-and-medical-leave-act-of-1993.html (707 words)

	WVNET Family and Medical Leave Act of 1993 Policy
		The employee ordinarily must provide 30 days advance notice when the leave is "foreseeable." An employer may require medical certification to support a request for leave because of a serious health condition, and may require second or third opinions (at the employer's expense) and a fitness for duty report to return to work.
		For the duration of FMLA leave, the employer must maintain the employee's health overage under any "group health plan." Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms.
		The use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee's leave.
	www.wvnet.edu /aboutwvnet/policies/internal_policies/family_leave.html (421 words)

	Family and Medical Leave Act: Summary
		The Family and Medical Leave Act of 1993 (FMLA) becomes effective on August 5, 1993, though special rules apply where a collective bargaining agreement is in effect.
		The use of unpaid FMLA leave cannot affect the exempt status of bona fide executive, administrative and professional employees under the Fair Labor Standards Act.
		Employers who act in good faith and have reasonable grounds to believe their actions did not violate FMLA may have any damages reduced to actual damages at the discretion of a judge.
	www.unlv.edu /Human_Resources/Benefits/fmlasum.html (783 words)

	Family/Medical Leave (Site not responding. Last check: 2007-10-12)
		DATE OF ISSUANCE: This policy is from the U.S. Department of Labor, WH Publication 142, issued in June 1993 by the Employment Standards Administration, Wage and Hour Division.
		An employer may require medical certification to support a request for leave because of a serious health condition, and may require second or third opinions (at the employer's expense) and a fitness for duty report to return to work.
		Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms.
	www.cmu.edu /policies/documents/FMLA.html (536 words)

	Paychex Information on Family and Medical Leave Act of 1993 (Site not responding. Last check: 2007-10-12)
		The primary purpose of the Family and Medical Leave Act of 1993 (FMLA) is to provide eligible employees with job-protected leave in the event the employee must take an unpaid family or medical leave.
		The act does not require an employer to maintain any employee benefits during the leave, with the exception of health care benefits, where provided prior to the leave.
		Upon return from FMLA leave, an employee must be restored to his/her original job, or to an equivalent job that is virtually identical to the original job in terms of pay, benefits, and other terms and conditions of employment.
	www.paychex.com /manemp/fmlintro.html (998 words)

	Family and Medical Leave Act of 1993 (Site not responding. Last check: 2007-10-12)
		Under what kinds of circumstances are employers required to grant family or medical leave?
		If leave is taken for the birth of a child...
		Does FMLA leave have to be taken all at once, or can it be taken in parts?
	jec.unm.edu /training/health_related_leave/help_files/helpfolder/lawsub/lawfmla1.html (156 words)

	FAMILY AND MEDICAL LEAVE ACT OF 1993 (Site not responding. Last check: 2007-10-12)
		The Family and Medical Leave Act (FMLA) addresses parental leave, illness in the immediate family, and personal illness leave.
		To an employee (for a maximum of 30 days) who is recovering from the birth of a child when the employee has accrued sufficient sick leave, personal leave, and/or annual leave.
		An employee will provide a medical certificate to support a request for leave because of a serious health condition or the birth of a child.
	www.aps.edu /aps/policy/Directives/FAMMEDLV.html (259 words)

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