Its ultimate passage was proclaimed to affirm the needs of an increasingly feminized workplace; yet an analysis of its provisions, in comparative perspective, reveals the extent to which the policy reflects patterns of social stratification and power distribution in the United States.
Several states have already reviewed this law, and it has been improved as it now extends to adult children and even the next of family connections.
It is also only applicable to the immediate family of the employee that is the child or spouse. It also seeks to accommodate the legitimate interests of employers and promote equal employment opportunity for men and women. Within the dual labor market, the FMLA covers employees with top-tier jobs, who are more likely to have the financial resources and familial support to take leave without income replacement.
Similar policies in European countries that provide paid leave and extended allocations of time may reflect the higher likelihood of their workers to be unionized and the normativity of state and employer redistribution of economic resources to workers. This bit has been controversial and many people call for the amendment of this law.
Family and Medical Leave Act. Time taken off work due to pregnancy complications can be counted against the 12 weeks of family and medical leave. Prior to its enactment, the legislation went through numerous iterations, with nearly a decade of congressional debate, and was vetoed twice by President George H.
Widespread support for family-friendly policies exists in the United States, but the FMLA is so exclusive that the primary constituents in need of its benefits are the least likely to receive them—low-income, contingent, racial minority, and women workers. This will help to dispel such mentalities from the mind of most employers.
The Effects of Gender, Race, and Family. This example Family and Medical Leave Act Essay is published for educational and informational purposes only. Employers have the likelihood of discriminating women during the recruiting process. For instance an employee must have worked for more than a year and more than hours within that year so as to be an eligible applicant.
This should be amended as both partners should be entitled to the pregnancy leave. The narrow definition of family, however, excludes both extended family members and fictive kin potentially in need of care and excludes gay and lesbian partners.
This law does not apply to employees in companies with less than fifty workers. Research also suggests that the costs of the policy have not appreciably affected the costs of doing business; ostensibly this is related to both low eligibility rates and low usage. Most employers argue that women employees will not be committed to their work, because when they get pregnant they will have to go for leave.
The first iterations of the legislation e. Family and Medical Leave.
Employees are eligible for leave if they have worked for their employer at least 12 months, at least 1, hours over the past 12 months, and work at a location where the company employs 50 or more employees within 75 miles.
Thus, existing patterns of stratification that privilege primarily white, middle-class families over lower-class and largely minority families are reproduced within the two-tiered welfare system.
The final contours of the FMLA reflect the compromises worked out among various stakeholders involved during its evolution during the s and early s, including the business community, labor groups, feminist organizations, advocates for the elderly, and partisan politicians.
Companies with fewer than 50 employees are exempt from providing the benefit; employees working for companies that fall under the mandate of the FMLA must be employed for 1 year, must give 30 days notification in advance of the leave, and may be required to reimburse the company for all benefits if they do not return to work.
The different types of leave like the pregnancy leave create a situation whereby it is expensive to employ women. The FMLA allows a qualified worker up to 12 weeks of unpaid leave during a month period to attend to various health-related conditions:The Family and Medical Leave Act (FMLA) of was the first piece of legislation signed into law by President Bill Clinton.
Prior to its enactment, the legislation went through numerous iterations, with nearly a decade of congressional debate, and was vetoed twice by President George H. W. Bush. The Family and Medical Leave Act (FMLA) of is a federal law to provide employees time off of work for due to medical and family reasons.
Reasons include: the birth or adoption of a child, an employee’s grave medical condition which prevents the employee from doing his/her job, or attending to the serious medical condition of a child, parent.
Family and Medical Leave Act FMLA essaysInCongress passed the Family and Medical Leave Act (FMLA) to provide a national policy that supports families in their efforts to balance their work and family responsibilities by taking reasonable unpaid leave for certain family and medical reasons.
T. The Family and Medical Leave Act is an act that was passed in the year during President Clinton’s term of presidency. This act was brought by strict guidelines to protect one’s right as an employee to take a medical leave absence from their jobs without the fear of being demoted, receiving lower payer, and even termination.
Free Essay: Family and Medical Leave Act The Family and Medical Leave Act was enacted by Congress on February 5,and it is public law This law. Family and Medical Leave Act essay writing service, custom Family and Medical Leave Act papers, term papers, free Family and Medical Leave Act .Download