The Family and Medical Leave Act Applies to Employers With a Minimum of

US labor police

Family and Medical Leave Act of 1993

Long title	An Act to grant family and temporary medical leave under certain circumstances.
Acronyms (colloquial)	FMLA
Enacted by	the 103rd U.s.a. Congress
Citations
Public police force	Pub.50. 103–3
Statutes at Big	107 Stat. 6
Codification
Titles amended	29 USC: Labor
U.S.C. sections created	29 UsaC. sec. 2601
Legislative history
Introduced in the House equally H.R. i by William D. Ford (D-MI) on Jan 5, 1993 Committee consideration by Firm Educational activity and Labor, House Post Role and Ceremonious Service Passed the Business firm on February 3, 1993 (265–163) Passed the Senate on February 4, 1993 (71–27) with amendment House agreed to Senate amendment on February 4, 1993 (Via H.Res. 71, 247–152) Signed into law by President Nib Clinton on Feb five, 1993
Major amendments
No Child Left Backside Human action

The Family and Medical Exit Act of 1993 (FMLA) is a The states labor law requiring covered employers to provide employees with job-protected, unpaid get out for qualified medical and family unit reasons.^[i] The FMLA was a major part of President Bill Clinton's beginning-term domestic agenda, and he signed it into law on Feb v, 1993. The FMLA is administered by the Wage and Hour Division of the United states of america Department of Labor.

The FMLA allows eligible employees to take upwards to 12 work weeks of unpaid leave during whatever 12-month period to care for a new kid, care for a seriously ill family member, or recover from a serious disease. The FMLA covers both public- and private-sector employees, but certain categories of employees, including elected officials and highly compensated employees, are excluded from the constabulary or face sure limitations. In society to exist eligible for FMLA get out, an employee must have worked for the employer for at to the lowest degree 12 months, take worked at least 1,250 hours over the past 12 months, and work for an employer with at to the lowest degree l employees within 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 election, a family medical leave human activity had been vetoed twice by President George H. Westward. Bush-league.^[two] Later on Beak Clinton won the 1992 election, a law protecting family medical get out became one of his major first-term domestic priorities. Rapid growth in the workforce, including a large number of women joining, suggested a necessary federal regulation that would back up the working course 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 five, 1993 (Pub.L. 103–3; 29 U.S.C. sec. 2601; 29 CFR 825) to take consequence on August 5, 1993.

The The states Congress passed the Act with the understanding that "information technology is of import for the evolution of children and the family unit that fathers and mothers be able to participate in early childrearing … [and] the lack of employment policies to adjust working parents tin force individuals to choose between job security and parenting".^[iv] It also stressed the Deed was intended to provide go out protection for individuals "in a mode that accommodates the legitimate interests of employers".^[five]

On December twenty, 2019, as part of the National Defense Authorization Act (NDAA) for Fiscal Year 2020,^[6] the Federal Employee Paid Leave Act (FEPLA) amended the Family and Medical Leave Act (FMLA) to grant federal government employees up to 12 weeks of paid time off for the birth, adoption or foster of a new child.^[seven] The law applies to births or placements occurring on or after Oct 1, 2020.^[viii]

Contents [edit]

Scope of rights [edit]

The Family and Medical Leave Act of 1993 generally applies to employers of 50 or more employees in 20 weeks of the last year. Employees must have worked over 12 months and 1250 hours in the last year (around 25 hours a week). However, employees are not eligible if they work at a work site where the full number of employees employed past the employer inside 75 miles of that work site is less than 50.^[10] A worksite includes a public bureau, including schools and country, local, and federal employers. The 50 employee threshold does non apply to public agency employees and local educational agencies. There are special hours rules for certain airline employees.^[11]

Employees must requite observe of 30 days to employers if birth or adoption is "foreseeable",^[12] and for serious health conditions if practicable. Treatments should be bundled "and then equally not to disrupt unduly the operations of the employer" according to medical communication.^[xiii]

Along with the 30 day notice, there are too other requirements to be made when seeking the FMLA rights. If an employee wants to leave the offset time using ones FMLA rights, the person must beginning claim the Family unit and Medical Leave Human action.^[14] In the case that an employee were to exit over again under the FMLA act, the same process must continue.^[15]

With the release of employees, at that place is a certification besides. The absenteeism of an employee due to the weather he or she may have may require a certification as proof of the verification of absence.^[15] In social club to certify the go out of an employee, the employer may ask for other requirements. An instance of these requirements are requiring multiple medical opinions. All of these prerequisites are at the employer's expense. There are also certain rules that may apply to those who work at local educational activity agencies.^[15]

In most of the United States employers and employees cannot refuse the awarding of the FMLA to FMLA-qualifying absences.^[xvi] Notwithstanding 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 tin can affirmatively decline to apply FMLA leave, even if the underlying reason for seeking the leave would take invoked FMLA protection."^[17]

Rights during leave [edit]

Employees can accept up to 12 weeks of unpaid go out for child birth, adoption, to intendance for a close relative in poor health, or because of an employee'southward ain poor health.^[18] In full, the purposes for get out are:

• to care for a new child, whether for the nascency, the adoption, or placement of a child in foster care;
• to intendance for a seriously ill family fellow member (spouse, son, daughter, or parent) (Note: Son/daughter has been clarified by the Section of Labor to mean a kid under the age of 18 or a child over the age of 18 with a mental or physical disability as divers by the Americans With Disabilities Act, which excludes, amid other weather condition, pregnancy and mail service-partum recovery from childbirth);^[xix]
• to recover from a worker's own serious illness;
• to care for an injured service member in the family unit; or
• to address qualifying exigencies arising out of a family unit member'southward deployment.
• twenty-six workweeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness if the eligible employee is the servicemember's spouse, son, daughter, parent, or next of kin (military caregiver leave).^[20]

Kid care exit should be taken in one lump, unless an employer agrees otherwise.^[21] If a male parent and mother have the aforementioned employer, they must share their leave, in event halving each person's rights, if the employer so chooses.^[22]

Employers must provide benefits during the unpaid get out.^[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, kid, or parent of an active duty military member who is deployed overseas for 12 or more months to take upward to 12 weeks of leave. Also, a war machine caregiver provision was added that would allow a caregiver to accept upwards to 26 weeks of leave in society to actively care for a military fellow member who requires medical attention for acute or ongoing conditions.^[24]

Substitute exit [edit]

Under §2612(2)(A) an employer tin make an employee substitute the correct to 12 unpaid weeks of go out for "accrued paid vacation get out, personal leave or family leave" in an employer's personnel policy. Originally the Department of Labor had a penalty to make employers notify employees that this might happen. However, five judges in the US Supreme Courtroom in Ragsdale v Wolverine World Wide, Inc held that the statute precluded the correct of the Department of Labor to practise then. Four dissenting judges would take held that cypher prevented the rule, and it was the Department of Labor's job to enforce the law.^[25]

Right to return to task [edit]

After unpaid leave, an employee more often than not has the right to return to their job, except for employees who are in the peak ten% of highest paid and the employer can debate refusal "is necessary to forestall 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 same group wellness insurance benefits, including employer contributions to premiums, that would exist if the employee were not on exit.
• 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 leave.
• protection of the employee to not have their rights under the Human activity interfered with or denied by an employer.
• protection of the employee from retaliation past an employer for exercising rights under the Act.
• intermittent FMLA go out for their own serious health status, or the serious health status of a family member. This includes occasional exit for doctors' appointments for a chronic condition, treatment (e.m., physical therapy, psychological counseling, chemotherapy), or temporary periods of incapacity (east.grand., astringent morn sickness, asthma attack).^[27]

"Highly compensated employees" have limited rights to return to their jobs. They are defined every bit "a salaried eligible employee who is amidst the highest paid x per centum of the employees employed past the employer within 75 miles of the facility at which the employee is employed".^[28] Their employers are non required to restore them to their original position (or an equivalent position with equivalent pay and benefits, every bit is guaranteed to other employees) if the employer determines that denying the employee their position is "necessary to forestall substantial and grievous economical injury to the operations of the employer" ^[28] and the employer provides the worker with find of this conclusion, though no fourth dimension frame for providing this find is established.

Enforcement [edit]

Employees or the Secretarial assistant of Labor tin can bring enforcement deportment,^[29] but there is no right to a jury for reinstatement claims. Employees tin seek damages for lost wages and benefits, or the price of child care, plus an equal corporeality of liquidated damages unless an employer tin can bear witness it acted in good faith and reasonable cause to believe information technology was not breaking the constabulary.^[30] In that location is a two-year limit on bringing claims, or 3 years for willful violations.^[31]

Non-eligible workers and types of leave [edit]

The federal FMLA does non utilise to:

• workers in businesses with fewer than fifty employees (this threshold does not employ to public bureau employers and local educational agencies equally they are covered employers by name but there yet must be at least 50 employees with a 75-mile radius for the employee to exist eligible for FMLA leave^[xv]);
• part-time workers who have worked fewer than 1,250 hours within the 12 months preceding the leave and a paid vacation;
• workers who demand fourth dimension off to care for seriously ill elderly relatives (other than parents), unless the relative was acting in loco parentis at the time the worker turned 18;^{[32] [33]}
• workers who need time off to recover from short-term or common illness like a cold, or to intendance for a family member with a curt-term disease;
• elected officials; and
• workers who need fourth dimension off for routine medical care, such as check-ups.
• workers who demand time off to care for pets;

State family leave [edit]

Nine states—California, Colorado, Connecticut, Massachusetts, New Jersey, New York, Oregon, Rhode Island, and Washington State—and Washington D.C. have 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 1's ain serious health status.^[34]

Dropping the employer threshold [edit]

The federal FMLA simply applies to employers with 50 or more employees, within 75 miles. Some states have enacted their own FMLAs that accept 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)Up to seven days for bone marrow donation. Up to 30 days for organ donation.^{[37] [38]}
• Minnesota: 21 or more than employees (parental leave simply).^[39]
• Oregon: 25 or more employees. An employee must take worked at least 180 days, and averaged 25 hours per week at the time medical leave is requested^{[40] [41]}
• Rhode Island: 50 or more employees (private employers)^[42] and xxx or more employees (public employers).^[43]
• Vermont: ten or more employees (parental leave only)^[44] and fifteen or more than employees (family unit and medical exit).^[45]
• Washington: l or more employees (FMLA reasons also insured parental leave);^[46] all employers are required to provide insured parental leave.^{[47] [48]}
• Commune of Columbia: 20 or more than employees.^[49]

Expanded coverage [edit]

The federal FMLA only applies to firsthand family—parent, spouse, and child. The 2008 amendments to the FMLA for war machine family unit members extend the FMLA's protection to next of kin and to adult children. The Department of Labor on June 22, 2010 antiseptic the definition of "son and girl" under the FMLA "to ensure that an employee who assumes the role of caring for a child receives parental rights to family leave regardless of the legal or biological human relationship" and specifying that "an employee who intends to share in the parenting of a kid with their same sexual practice partner will be able to practice the right to FMLA get out to bond with that kid."^[l]

In February 2015, the Department of Labor issued its final dominion amending the definition of spouse under the FMLA in response to the decision in United States five. Windsor, effective March 27, 2015.^[51] The revised definition of "spouse" extends FMLA get out rights and job protections to eligible employees in a same-sexual practice union or a common-police spousal relationship entered into in a country where those statuses are legally recognized, regardless of the state in which the employee works or resides.^[52] Even if an employee works where same-sex or mutual police wedlock is non recognized, that employee's spouse triggers FMLA coverage if the employee married in a state that recognized same-sex marriage or common police marriage.^[53] Some states had already expanded the definition of family unit in their own FMLAs:

• California: Domestic partner and domestic partner'southward child.^[54]
• Connecticut: Ceremonious marriage 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's child,^[59] siblings.^[60]
• Maryland: Allows the employee to utilize time for firsthand family nether the same rules if taking it for themselves. Includes step, adopted and even people who were chief caregivers even if not related.^[61]
• New Jersey: Civil union partner and kid of civil union partner,^[62] parent-in-police, step parent.^[63]
• Oregon: Domestic partner,^[64] grandparent, grandchild or parent-in-law.^[65]
• Rhode Isle: Domestic partners of state employees, parent-in-law.^[66]
• Vermont: Civil union partner,^[67] parent-in-police.^[68]
• Wisconsin: Parent-in-law.^[69]
• Commune of Columbia: Related to the worker by blood, legal custody, or wedlock; person with whom the employee lives and has a committed relationship; child who lives with employee and for whom employee permanently assumes and discharges parental responsibility.^[seventy]

Increasing the uses for FMLA leave [edit]

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

• Connecticut: Organ or bone marrow donor.^[71]
• Maine: Organ donor;^[72] death of employee's family member if that family member is a servicemember killed while on agile duty.^[73]
• Maryland: Maryland Family Leave Act (MFLA) – Organ donor, Person Standing in Loco Parentis, For Service Leave, and added a specific anti-retaliation penalty on peak of FMLA recovery. Runs parallel to FMLA.
• Oregon: Intendance for the not-serious injury or affliction of a child requiring home intendance.^[74]

[edit]

Several states accept passed FMLA-type statutes to give parents unpaid leave for other related purposes, including:

• Attending child'due south school or educational activities. Examples include California,^[75] District 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 near 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 private sector workers are eligible for leave under the FMLA. In June 2007, the Department of Labor estimated that of 141.7 million workers in the United States, 94.four one thousand thousand worked at FMLA-covered worksites, and 76.1 1000000 were eligible for FMLA leave. Only eight to 17.1 per centum of covered, eligible workers (or between 6.one million and 13.0 1000000 workers) took FMLA exit in 2005.^[88] The 2008 National Survey of Employers establish no statistically significant departure between the proportion of modest employers (79%) and large employers (82%) that offer total FMLA coverage.^[89]

Although much of the inquiry has been conducted on populations in other countries,^[90] Berger et al.^[91] found that children in the United states of america whose mothers render to work inside the kickoff 3 months after giving nascence are less likely to be breastfed, have all of their immunizations up to date (by 18 months), and receive all of their regular medical checkups; they are also more likely to exhibit behavioral issues by four years of age. Chatterji and Markowitz ^[92] also found an association between longer lengths of motherhood go out and lesser incidence of depression among mothers.

Despite the lack of rights to exit, at that place is no right to free child care or day care. This has encouraged several proposals to create a public organisation of free kid care, or for the regime 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 police should be gender neutral or not.^[94] In order to brand the law more adequate, it was argued that the police would reduce abortions.^[95] Proponents of the law focused on its benefit to men and children, in order to counter the claim that it was giving women "special treatment".^[96] Other controversies focused on whether the leave should be paid or not.^[97]

The police force was finally canonical, mandating unpaid gender-neutral leave; nevertheless it was all the same criticized. Critics of the human activity have suggested that by mandating various forms of leave that are used more than oftentimes by female person than male employees, the Act, like the Pregnancy Discrimination Act of 1978, makes women more expensive to utilize than men. They argue that employers volition engage in subtle discrimination confronting women in the hiring procedure, bigotry which is much less obvious to detect than pregnancy bigotry confronting the already hired. Throughout history, gender discrimination towards women was common; certain laws were placed that would restrict a woman'due south pick in choosing a working position, besides equally, how many hours she could work^[98] ei. Employers Supporters counter that the act, in contrast to the Pregnancy Discrimination Act of 1978, is aimed at both women and men, and is role of an overall strategy to encourage both men and women to take family-related leave.^[99] Nevertheless, 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 establish today to back up this assumption. Therefore, the employer incentive to prefer male employees is preserved despite the equal opportunity for both sexes to have get out.^[100]

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

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

The success of the implementation of the policy is also controversial because information technology is questioned whether the policy is actually going to those who need the benefits. For example, since the leave offered is unpaid, majorities of eligible employees can not take fourth dimension 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 sex bigotry in the workplace just a big stigma against women still exists in terms of them being equally skilled as their male co-workers, and ultimately testing the federal protection of rights in a work surroundings.^[104] Like any other federal regulation, information technology is strictly prohibited for an employer to discriminate towards an employee (specially if the employee is using their FMLA rights), and to strain from providing accurate information for all employees to admission.^[105]

Signing anniversary [edit]

Vicki Yandle, a receptionist who was fired later request for a few weeks of time off to intendance for a daughter with cancer, was on stage with President Clinton when the law was signed.^[106]

Come across also [edit]

• United States labor law
• Cleveland Board of Education v. LaFleur (1974)

Notes [edit]

1. ^ Bruce, Stephen. "Family and Medical Leave Deed". Hr Daily Counselor . Retrieved twenty September 2011.
2. ^ Wilentz, Sean (2008). The Age of Reagan . HarperCollins. pp. 327–328. ISBN978-0-06-074480-ix.
3. ^ "William J. Clinton: Statement on Signing the Family and Medical Get out Human activity of 1993". www.presidency.ucsb.edu . Retrieved 2017-03-29 .
4. ^ Congress. 1993. Family and Medical Leave Human action of 1993. Washington, D.C. pH.R.ane–2 quoted
5. ^ Congress. 1993. Family and Medical Go out Human action of 1993. Washington, D.C. pH.R.1–2 quoted.
6. ^ S. 1790; NDAA 2020, Pub.Fifty. 116-92, Pub.L. 116–92 (text) (PDF)
7. ^ v USC § 6382(d)(ii)
8. ^ Function of Personnel Direction, 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 Flight Crew Technical Amendments".
12. ^ 29 USC §2612(due east)
13. ^ 29 USC §2612(east)(two)
14. ^ "Family unit and Medical Go out for Federal Employees". U.Southward. Office of Personnel Direction . Retrieved 2019-07-03 .
15. ^ ^{a b c d} "Fact Sheet #28: The Family unit and Medical Leave Human activity" (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/2014/02/25/11-17608.pdf
18. ^ 29 USC §2512(a)(2) and on adoption, come across Kelley five Crosfield Catalysts 135 F2d 1202 (7th Circuit 1998) The same rules for federal employees were codified in v USC §§6381–6387.
19. ^ "DoL Opinion".
20. ^ "Family and Medical Go out Act – Wage and 60 minutes 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)(2)
22. ^ 29 USC §2612(f) "the amass number of workweeks of go out to which both may be entitled may be limited to 12 workweeks"
23. ^ 29 USC §2614(c). If an employee quits, the employer is enabled to recoup costs.
24. ^ "Military Family unit Leave Provisions of the FMLA - Wage and Hour Division (WHD) - U.S. Department of Labor". www.dol.gov . Retrieved 2017-03-29 .
25. ^ 535 The states 81 (2002)
26. ^ 29 USC §2614(b). Under 29 USC §2612(b)(two) employers may transfer employees to another position with similar pay and benefits if health absences could be intermittent. Nether §2618 special rules apply for employees of local educational agencies.
27. ^ Vedder Price (Jan 26, 2011). "Struggling with Intermittent FMLA Exit". The National Constabulary Review. Retrieved 2012-04-29 .
28. ^ ^{a b} Congress. 1993. Family and Medical Get out Act of 1993. Washington, D.C. pH.R.1–8 quoted.
29. ^ 29 USC §2617, and run into Frizzell 5 Southwest Motor Freight, 154 F3d 641 (6th Circuit 1998)
30. ^ 29 USC §2617(a)(1)(A)(three)
31. ^ Encounter Moore 5 Payless Shoe Source (eighth Circuit 1998)
32. ^ 29 U.Southward.C. § 2611
33. ^ Coutard v. Municipal Credit Wedlock 2017 WL 526060 (2nd Cir. Feb. 9, 2017)
34. ^ "Comparative Chart of Paid Family and Medical Leave Laws in the Us". 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 (3)(C)
37. ^ Family unit AND MEDICAL Go out ACT (FMLA) GUIDE (PDF). STATE OF MARYLAND. August 2013. Retrieved 2014-08-06 .
38. ^ "SENATE BILL 562" (PDF). February five, 2009. Retrieved 2014-08-06 .
39. ^ Minn. Stat. § 181.940 (Subd. three)
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(3)(i)
43. ^ R.I. Pub. Laws § 28-48-i(3)(iii)
44. ^ 23 VSA § 471(4)
45. ^ 23 VSA § 471(iii)
46. ^ RCW § 49.78.020(five)
47. ^ RCW § 49.86.010 (6)(a)
48. ^ RCW § 50.fifty.080(1)
49. ^ D.C. Code § 32-516(two)
50. ^ "US Department of Labor clarifies FMLA definition of 'son and daughter'". U.Southward. Department of Labor. 2010-06-22. Archived from the original on 2010-06-26. Retrieved 2010-07-fourteen . News Release Number: 10-0877-NAT
51. ^ Forman, Shira (27 February 2015). "DOL Issues Last Rule Amending FMLA Definition of "Spouse" to Include Same-Sex Marriages". Sheppard Mullin Richter & Hampton LLP. Retrieved 28 Feb 2015.
52. ^ Trotier, Geoffrey S. (24 February 2015). "FMLA "Spouse" Definition Now Includes Aforementioned-Sex Spouses and Common-Law Spouses". The National Law Review. von Briesen & Roper, s.c. Retrieved 28 Feb 2015.
53. ^ Gozdecki, Jeanine M. (25 Feb 2015). "FMLA Final Dominion: "Spouse" Ways Same-Sexual activity Spouse (Even in Alabama)". The National Law Review. Barnes & Thornburg LLP. Retrieved 28 February 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. § 398.3
59. ^ 26 ME. Rev. Stat. Ann. § 843 (4)(D)
60. ^ LD 2132
61. ^ "SENATE Beak 562" (PDF). February 5, 2009. Retrieved 2014-08-06 .
62. ^ Northward.J. Stat. Ann. § 37:1-31
63. ^ N.J. Stat Ann. § 34-11B(3)(h)
64. ^ HB 2007
65. ^ OR. Rev. Stat. § 659A.150 (iv)
66. ^ R.I. Pub. Laws § 24-48-ane(5)
67. ^ 23 VSA § 1204(a)
68. ^ 23 VSA § 471(3)(B)
69. ^ Wis. Stat. §103.10(ane)(f)
70. ^ D.C. Lawmaking 32-501(A), (B), (C)
71. ^ Conn. Gen. Stat. § 31-51ll (2)(East)
72. ^ 26 ME. Rev. Stat. Ann. § 843 (iv)(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. Lawmaking 32-1202
77. ^ Mass. Gen. Laws. Ch. 149 § 52(D)(b)(i)
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)&(3)
82. ^ 23 VSA § 472a (a)(two)
83. ^ Colo. Rev. Stat. § 24-34-402.7
84. ^ FLA. STAT. § 741.313
85. ^ Haw. Rev. Stat. § 378-72
86. ^ 820 Ill. Comp. Stat. 180/one-180/45
87. ^ Han, West.-J. and Waldfogel, J. 2003. "Parental Leave: The Impact of Recent Legislation on Parents' Exit-Taking." Demography. 40(1):191–200. p191 quoted.
88. ^ "Family and Medical Leave Act Regulations: A Written report on the Department of Labor'southward Request for Information." 28 June 2007. Department of Labor, Employment Standards Administration, Wage and Hour Division. Federal Register, Vol. 72, No. 124. [1]
89. ^ Galinsky, E., Bail, J., Sakai, G., Kim, S., Giuntoli, N. 2008. National written report of employers. New York, NY: Families and Work Institute. [2]
90. ^ Gregg, P.Eastward., Washbrook et al. 2005. "The Effects of a Female parent's Return to Work Decision on Child Evolution in the UK." The Economic Periodical. 115(501):F48-F80.
91. ^ Berger, L.M., Hill, et al. 2005. "Motherhood Exit, Early Maternal Employment and Kid Health Development in the U.s.." The Economic Journal. 115(501):F29-F47.
92. ^ Chatterji, P. and Markowitz, Southward. 2005. "Does the Length of Maternity Leave Affect Mental Wellness." Southern Economic Journal. 72(1):16–41.
93. ^ e.g. D Paquette, 'The enormous ambition of Hillary Clinton'southward child-care program' (May 12, 2016) The Washington Post
94. ^ Anthony, Deborah J. (2008). "The Hidden Harms of the Family and Medical Get out Deed: Gender-Neutral Versus Gender-Equal". Gender, Social Policy & the Law. sixteen: four – via Digital Eatables.
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106. ^ Family unit-Get out Bill: Peace of Heed Issue New York Times, 4 Feb 1993

External links [edit]

• Family and Medical Leave Act of 1993 29 U.S. Code Affiliate 28
• Department of Labor Family & Medical Exit information pages
• Senate roll phone call vote
• House curl call vote
• Nevada Dept. of Homo Resources v. Hibbs
• Your Rights Under the Federal Family and Medical Leave Act (FMLA)
• A Kid'due south Wish at IMDb – A made-for-TV moving-picture show about the act in which President Clinton appears briefly equally himself.
• https://web.archive.org/spider 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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