The Family and Medical Leave Act of 1993 Ui100: First-Year Seminar Some information taken from The U.S. Department of Labor website

FMLA  Congress passed the Family Medical Leave Act in 1993 and it was signed into law by then President Bill Clinton

FMLA  Congress found that the number of single-parent households and two- parent households in which the single parent or both parents work had significantly increased.

 Congress also believes that it is important for the development of children and the family that parents be able to participate in childrearing and the care of family members who have serious health conditions. FMLA

FMLA  Congress feared that the lack of employment policies to accommodate working parents can force individuals to choose between job security and parenting.

FMLA  Congress claimed that the primary responsibility for family caretaking often falls on women and such responsibility affects the working lives of women more than it affects the working lives of men.

FMLA  Therefore, Congress felt that employment standards that apply to one gender only have serious potential for encouraging employers to discriminate against employees and applicants for employment who are of that gender.

 The purpose of the FMLA, according to Congress, is  To balance the demands of the workplace with the needs of families  To promote the stability and economic security of families  To promote national interests in preserving family integrity FMLA

FMLA  To entitle 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

FMLA  The law allows for an eligible employee to take a total of 12 workweeks of leave during any 12- month period for one or more of the following:  The birth of a child

FMLA  Adoption of a child  To care for the spouse, child or parent of the employee—if the spouse, child or parent has a serious illness.  If employee has a serious health condition

FMLA  Paid or Unpaid Leave?  If an employer provides paid leave for fewer than 12 workweeks, the additional weeks of leave may be unpaid.

FMLA Stipulations  Only applies to people working for companies with 50 or more employees. (Only 11% of private sector companies fall into this category)

 Question for You:  What are some positive aspects of this law?  What are the negative aspects of this law?  If you could have been a member of Congress at the time this law was being passed, would you have voted for it? Why or why not? FMLA