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Family and Medical Leave Act Archives

Wisconsin county has issues with FMLA administration

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.

Requirements increasing for employers with pregnant workers

Wisconsin employers and employees may want to note that 14 different jurisdictions in the United States now have requirements that specifically address accommodations that must be made in the workplace for pregnant workers. Some of the requirements are at the local level, and others cover all employers in the state. Some requirements are imposed on employers with as few as one employee, and others put requirements on employers with a larger number of workers.

Family and Medical Leave Act investigations becoming stricter

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.

Employee claims company violated Family and Medical Leave Act

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.

Financially preparing for unpaid leave is wise in Wisconsin

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.

Family and Medical Leave Act helps pregnant women

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.

Court says Family and Medical Leave Act is not automatic

The phone rings, and it is a family member expressing the need for one to come home to help take care of an ailing parent. Or perhaps, the individual is ill and requires time away from work. Regardless of what type of situation a Wisconsin employee may find himself in, a court has recently stated that benefits under the Family and Medical Leave Act are not automatic. They must be formally requested.

Unpaid leave is a hardship many cannot afford

Although the Family and Medical Leave Act is a federal law that provides employees with up to 12 weeks of unpaid, job-protected leave per year, there are several people who do not meet the strict eligibility standards. In order to be eligible for FMLA leave in Wisconsin, an employee must work for a covered employer for a total of twelve months, although not necessarily consecutively, and for at least 1,250 hours within the previous 12 months. Also, the employee must work at a location where the company employs 50 or more employees within 75 miles of his or her worksite. FMLA does not necessarily apply to everyone and those who are protected are often faced with the prospect of using unpaid leave for the duration of the time away from the job.

What's in store for the Family and Medical Leave Act?

2013 signified the twenty-year anniversary of the Family and Medical Leave Act in the United States. The Family and Medical Leave Act (FMLA) of 1993 mandates that covered employers offer as many as 12 weeks of unpaid leave without jeopardizing the job status of eligible employees for various family and individual medical situations. These medical situations include pregnancy and care for a newborn, placement with the employee of a child for adoption or foster care, care for an immediate family member with a serious health condition and the employee's own serious health condition. Passing the law in 1993 was a victory for many who wanted to protect the welfare of American families. Wisconsin families and individuals continue the effort to provide job security in a time of need; 2014 may mark a new milestone for the law if Congress takes action.

Family and Medical Leave Act: provision changes may be coming

Big changes may be afoot for the structure of FMLA and for the future of Wisconsin workers. Under the current provisions of the Family and Medical Leave Act, eligible employees of covered employers are given unpaid leave for up to 12 weeks in a 12-month period if they become critically ill or need to care for a family member or child. The changes are being pursued by Senator Kristen Gillibrand of New York, who believes that the current legislation -- in place since 1993 -- places unfair impositions on families and loved ones, forcing them to have to choose between family and career.

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