Wisconsin workers who are covered under the federal Family and Medical Leave Act of 1993 may be eligible for leave under certain circumstances. For example, if certain requirements are met, a worker may be able to seek a reduced schedule or intermittent leave without fear of retaliation if the worker or the workers family suffers from certain medical conditions.
Employees in Wisconsin who wish to take leave from their jobs might be able to get paid time off through the Family and Medical Leave Act. Not all types of leave are covered nor do they all result in paid leave. Also, employers are not always required to inform their workers if they qualify for medical leave or family leave. Employees who understand the process of and how to provide their employer with notice might be more likely to get the leave they want.
The Family and Medical Leave Act enables workers who are dealing with health issues to leave work as necessary. This act may also apply to workers who need to leave work to deal with health issues of family members. Both the federal government and the state of Wisconsin have their own versions of the FMLA. While many provisions are the same in both cases, the state version differs from the federal version in some respects.
Wisconsin employees may want to know some specifics about the Family and Medical Leave Act and whether they are covered by it. This law helps employees to take leave when they have a situation that interferes with their ability to work.
According to the United States Department of Labor, employees in Wisconsin are offered certain amounts family and medical leave under both state and federal law. These guidelines provide protection for workers who meet the eligibility standards, which is based on the amount of time that the employee has spent working for the employer and the size of the employer, which is defined by the number of workers that it employs.
Records for Milwaukee County indicate that approximately 20 percent of its employees used the Family Medical Leave Act to take time off during 2013. The law enables employees to take unpaid leave for issues such as the birth or adoption of a child or caring for an ill family member without negative job consequences. While this ensures job protection for the individual who needs extended time off for such reasons, his or her employer may have trouble with filling the position during the absence.
Sometimes a family member becomes unexpectedly ill and a person has to leave work to care for the individual. The situation typically is already stressful enough without having to worry about possibly losing one’s job as a result of the extended leave of absence. This is why the Family and Medical Leave Act is so critical for workers in Wisconsin and throughout the country: It protects them from losing their positions if they have to be gone from the office for several weeks. Going forward, employers are going to be held increasingly responsible for abiding by FMLA laws.
Imagine temporarily leaving a job for multiple weeks to tend to a sick family member and then returning to work, only to find out that one’s job no longer exists. This can be frustrating and scary for a worker in Wisconsin who depends on that job to live -- and it also may be illegal under the Family and Medical Leave Act. One woman recently said she experienced this type of treatment and has filed a lawsuit against her employer as a result.
When people think about planning for emergencies in Wisconsin, the types of emergencies that often come to mind include falling ill or getting into a car wreck. However, sometimes an emergency happens to a loved one instead of to oneself, and a person ends up having to leave work for a while to take care of that family member. It’s wise to financially plan for any unexpected periods of unpaid leave, which can stretch as long as 12 weeks under the Family and Medical Leave Act.
When a person is expecting a baby, he or she naturally makes many preparations. The nursery has to be set up and decorated, the bottles must be purchased and the baby’s car seat must be installed. Still, one important preparation must be considered: to secure one’s employment situation during the period when one will be at home caring for and bonding with the new bundle of joy. The Family and Medical Leave Act, or FMLA, is designed to make sure that a woman’s job is protected in this case in Wisconsin.