FMLA Research Paper Example | Topics and Well Written Essays - 1000 words

FMLA - Research Paper Example Significance, Function and Benefits i. To shun discrimination against female workers. ii. Employers must have 50 workers in their workplaces for implementing FMLA. iii. Leave must be approved for any worker that has worked at least 1250 hours in the previous 12 months. iv. The law requires that the employee should be restored to her previous status v. The aforesaid laws benefit a lot to those workers who qualify for leave. c. Court Rulings of FMLA i. case of Mitchell v. Chapman, USA (2003) ii. case of Darby v. Bratch (2002) iii. case of Cantley vs. Simmons (2002) iv. case of Coleman v. Court of Appeals of Maryland (2010) III. Conclusion FMLA advantageous for employees as it allocates them their health care rights. Family Medical Leave Act (FMLA) Introduction The  Family Medical Leave Act  came into being in the year 1993 to strike a balance between the employers and the employees in a scenario where employees have to take extended medical leaves in a serious condition which inclu des pregnancy or to take of any family members. The aims of promulgation of mentioned law is to safeguard the interest of the employees. It does not relate to pay the employee during the said period provided the employee does not otherwise have vacation in store. The eligibility of employees can be mentioned as: He or She is in the employment of an organization at least for a period of one year (not consecutive); He or She has worked at least 1250 hours during a year before leaving the current employer. The 12-month period immediately concludes before the leave; He or she works at a location where at least 50 employees are working or it is within the ambit of 75 miles (Budd & Brey, 2003). There are many advantages of FMLA. 12 weeks unpaid leave on the forward mentioned situations are given such as for newborn child of the employee, for adoption or foster care, for serious health condition of immediate family member and medical leave provided employee is unable to work due to precari ous health condition (Post & Siegel, 2003). Discussion The basic idea of introducing Family and Medical Leave Act of 1993 (FMLA) is to provide assistance to employees in balancing their work and family life. The act in question provides qualified employees with two sorts of job-ensured leave a) regular leave and b) military family leave. The FMLA covers both private and public sector employers. FMLA leave in general considered unpaid leave. Historically, Family and Medical Leave Act (FMLA) came into limelight twenty years back when Mr. Bill Clinton, the then President sent the bill to the competent legislative body for consideration (Aitchinson, 2003).   The said act turned into law on August 5, 1993, soon after the 103 congressmen voted in favor of it. This is binding on all employers having more than 50 employees. Later on it was amended in the initial phase of 2008 during the incumbency of President Bush. The National Defense Authorization Act replaced FMLA. In accordance with the mentioned act qualified workers can avail 26 weeks of leave for a spouse, child, parent or other dependent family member to take care of the injured person from the armed forces (Budd & Brey, 2003). Significance Before promulgation of cited Acts, which later on converted into laws, to shun discrimination against female workers in the case of newly have born child. At that time, only those workers got promotion and other benefits who had given up their desire for a family. Of

Career management in business Essay Example | Topics and Well Written Essays - 1000 words - 5

Career management in business - Essay Example The new career provides an opportunity for employees, to develop self-driven feelings for career development. The employee would decide on a career in one’s own time, other than getting a push against one’s will (Yunnal 2012, pg 56). The new career is dynamic and unpredictable. This is because of the many complicated systems available with no boundaries. The old career appeared to be stable and with little complication. The little complication in the system reduced confusion in planning. It was easier to forge a new career once the organization has provided the opportunity. As mentioned above, the old career structure emphasized on organizational decision on career choices. The structure, thus, instituted tension between the workers and the organization. The tension that existed interfered with the workers efficiency and delivery. Responsibility laying in the organization, gave the employers too much power over their workers. In conclusion, the difference in the two eras is in the structure. The old era placed responsibility of career change in the organization, while the new era places responsibility in the individuals (Mathis & Jackson 2011, pg 34). Boundary-less career refers to a situation where real career passes the boundary of one employer. As a result, the employee would end up having a career with several changes in employers and occupation. This a common practice that has gained favor in the 21st century, with many people opting to pursue their careers in such a manner (Inkson & King 2010, pg 37-57). The new careers have a difference in operation from the traditional careers. In addition, the new careers have an increased mobility that surrounds the organizational boundaries. From studies, the new careers mainly lay emphasis on the permeability aspects of the organizational boundaries. Therefore, there is a widely registered complexity in dealing with contemporary careers (Inkson & King 2010, pg 37-57). In the