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Essay / Research Paper Abstract
This 4 page paper looks at the Family and Medical Leave Act of 1993, outlines what it is and how it can be applied, explains the case of Kroger and the class action that they faced looking for the root cause before discussing more HRM challenges that companies may face. The bibliography cites 4 sources.
Page Count:
4 pages (~225 words per page)
File: TS14_TEFMLAkrog.rtf
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Unformatted sample text from the term paper:
the bill was the result of promised made during the campaign and had the aim of helping to create a greater balance between the obligations of work and family life
for employees. The provision of the law is that qualifying employees from covered employers will be able to take up to twelve weeks unpaid leave a year due to a
range of family issues and illnesses, these include the birth and care of a new baby, the placement of a child with the employee for foster care or adoption, the
need to care for an immediate family member, such as a parent, spouse or child who is seriously ill. This also covers medical leave that can be taken by the
employee when they are not able to work due to a serious condition. Where the event is foreseeable the employee is meant to give the employer 30 days notice, however
this is not possible or practicable in all cases as not all events covered are foreseeable, in which case the employee is obliged to inform the employer as soon as
practicably possible. According to section 825.302 (c) of the Act the employee does not need to specifically state that they are asserting their rights under the FLMA and the notice
can be verbal (Lexis, 2006). However, under section (d) the employer can also assert that the employee will need to comply with the usual notice requirements, such as the need
for a request in writing and notification of the period required and where there is a plan able course of treatment this should be planed in consultation with the employer
(Lexis, 2006). The FMLA protect the employees position with the restoration of the same position when they return to work, of, if that is not available then a position
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