Fmla" Means the Federal Family and Medical Leave Act of 1993 (P.l. 103-3).

United states labor police force

Family unit and Medical Leave Human activity of 1993

Long championship	An Act to grant family unit and temporary medical leave under certain circumstances.
Acronyms (vernacular)	FMLA
Enacted past	the 103rd The states Congress
Citations
Public law	Pub.50. 103–three
Statutes at Large	107 Stat. six
Codification
Titles amended	29 USC: Labor
U.s.C. sections created	29 U.S.C. sec. 2601
Legislative history
Introduced in the Firm as H.R. ane by William D. Ford (D-MI) on Jan five, 1993 Commission consideration by Business firm Teaching and Labor, House Post Office and Civil Service Passed the House on February 3, 1993 (265–163) Passed the Senate on Feb 4, 1993 (71–27) with amendment House agreed to Senate subpoena on Feb 4, 1993 (Via H.Res. 71, 247–152) Signed into police force past President Neb Clinton on Feb 5, 1993
Major amendments
No Kid Left Backside Act

The Family and Medical Leave Act of 1993 (FMLA) is a United States labor law requiring covered employers to provide employees with job-protected, unpaid exit for qualified medical and family reasons.^[i] The FMLA was a major function of President Nib Clinton's first-term domestic agenda, and he signed it into law on February five, 1993. The FMLA is administered by the Wage and Hour Division of the United States Department of Labor.

The FMLA allows eligible employees to accept up to 12 piece of work weeks of unpaid go out during whatsoever 12-month period to treat a new kid, care for a seriously ill family fellow member, or recover from a serious illness. The FMLA covers both public- and private-sector employees, merely certain categories of employees, including elected officials and highly compensated employees, are excluded from the police force or face certain limitations. In gild to be eligible for FMLA leave, an employee must have worked for the employer for at to the lowest degree 12 months, have worked at least i,250 hours over the past 12 months, and work for an employer with at least 50 employees inside a 75-mile radius. Several states have passed laws providing additional family and medical leave protections for workers.

Background [edit]

Prior to the 1992 presidential election, a family medical go out human activity had been vetoed twice by President George H. Due west. Bush.^[2] After Bill Clinton won the 1992 election, a law protecting family medical exit became i 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 support the working class who desired to enhance a family and/or required time off for affliction related situations.^[3] President Clinton signed the bill into police force on February 5, 1993 (Pub.Fifty. 103–3; 29 U.S.C. sec. 2601; 29 CFR 825) to take effect on August 5, 1993.

The United States Congress passed the Act with the agreement that "information technology is important for the evolution of children and the family unit that fathers and mothers exist able to participate in early childrearing … [and] the lack of employment policies to accommodate working parents can force individuals to choose between job security and parenting".^[4] It too stressed the Act was intended to provide exit protection for individuals "in a manner that accommodates the legitimate interests of employers".^[v]

On December xx, 2019, as part of the National Defense Say-so Act (NDAA) for Financial Year 2020,^{[half dozen]} the Federal Employee Paid Get out Deed (FEPLA) amended the Family unit and Medical Leave Act (FMLA) to grant federal government employees upwards to 12 weeks of paid fourth dimension off for the birth, adoption or foster of a new child.^[vii] The law applies to births or placements occurring on or later on October 1, 2020.^[8]

Contents [edit]

Telescopic of rights [edit]

The Family and Medical Get out Act of 1993 generally applies to employers of 50 or more employees in 20 weeks of the last twelvemonth. 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 total number of employees employed by the employer inside 75 miles of that work site is less than 50.^[10] A worksite includes a public bureau, including schools and land, local, and federal employers. The 50 employee threshold does not apply to public bureau employees and local educational agencies. In that location are special hours rules for certain airline employees.^[11]

Employees must requite notice of thirty days to employers if birth or adoption is "foreseeable",^[12] and for serious health atmospheric condition if practicable. Treatments should be arranged "so as not to disrupt unduly the operations of the employer" according to medical advice.^[thirteen]

Along with the 30 day detect, there are too other requirements to exist made when seeking the FMLA rights. If an employee wants to leave the first time using ones FMLA rights, the person must starting time merits the Family and Medical Leave Act.^[14] In the case that an employee were to leave again under the FMLA act, the same process must go on.^[15]

With the release of employees, there is a certification as well. The absence of an employee due to the conditions he or she may have may crave a certification as proof of the verification of absence.^[fifteen] In society to certify the go out of an employee, the employer may ask for other requirements. An example of these requirements are requiring multiple medical opinions. All of these prerequisites are at the employer's expense. At that place are too sure rules that may apply to those who work at local education agencies.^[15]

In most of the United States employers and employees cannot decline the awarding of the FMLA to FMLA-qualifying absences.^[16] Nevertheless from Escriba 5. Foster Poultry Farms, Inc., 743 F.3d 1236, 1244 (9th Cir. 2014) in those states under the jurisdiction of the 9th Circuit "[A]n employee can affirmatively decline to use FMLA leave, even if the underlying reason for seeking the get out would have invoked FMLA protection."^[17]

Rights during leave [edit]

Employees can have up to 12 weeks of unpaid leave for child nascence, adoption, to care for a close relative in poor health, or because of an employee's ain poor wellness.^[xviii] In full, the purposes for go out are:

• to care for a new child, whether for the birth, the adoption, or placement of a child in foster care;
• to intendance for a seriously sick family member (spouse, son, daughter, or parent) (Note: Son/girl has been clarified past the Department of Labor to mean a child under the age of 18 or a child over the age of 18 with a mental or concrete inability every bit defined by the Americans With Disabilities Act, which excludes, among other conditions, pregnancy and post-partum recovery from childbirth);^[19]
• to recover from a worker'due south own serious illness;
• to care for an injured service member in the family; or
• to address qualifying exigencies arising out of a family member'south deployment.
• twenty-half dozen workweeks of get out 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'southward spouse, son, girl, parent, or next of kin (military machine caregiver leave).^[twenty]

Child care leave should be taken in 1 lump, unless an employer agrees otherwise.^[21] If a father and mother have the aforementioned employer, they must share their exit, in effect halving each person's rights, if the employer so chooses.^[22]

Employers must provide benefits during the unpaid go out.^[23] Under §2652(b) states are empowered to provide "greater family unit or medical leave rights".

Since 2008, the Department of Labor has immune the spouse, child, or parent of an active duty military member who is deployed overseas for 12 or more than months to have upwards to 12 weeks of leave. Likewise, a armed forces caregiver provision was added that would allow a caregiver to take up to 26 weeks of get out in social club to actively care for a armed services member who requires medical attention for acute or ongoing conditions.^[24]

Substitute get out [edit]

Under §2612(2)(A) an employer can make an employee substitute the right to 12 unpaid weeks of exit for "accrued paid vacation exit, personal leave or family get out" in an employer's personnel policy. Originally the Department of Labor had a penalty to brand employers notify employees that this might happen. Withal, five judges in the US Supreme Courtroom in Ragsdale v Wolverine Globe Wide, Inc held that the statute precluded the right of the Department of Labor to do so. Four dissenting judges would accept held that cipher prevented the dominion, and information technology was the Department of Labor's job to enforce the police force.^[25]

Right to return to job [edit]

Afterward unpaid leave, an employee generally has the right to render to their job, except for employees who are in the peak 10% of highest paid and the employer can argue refusal "is necessary to prevent substantial and grievous economic injury to the operations of the employer."^[26] In total, the rights during and afterward unpaid get out are to:

• the same grouping health insurance benefits, including employer contributions to premiums, that would be if the employee were not on leave.
• restoration to the same position upon return to work. If the aforementioned position is unavailable, the employer must provide the worker with a position that is essentially 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 get out.
• protection of the employee to not have their rights under the Act interfered with or denied by an employer.
• protection of the employee from retaliation by an employer for exercising rights under the Act.
• intermittent FMLA leave for their ain serious health condition, or the serious health condition of a family member. This includes occasional leave for doctors' appointments for a chronic status, treatment (eastward.g., physical therapy, psychological counseling, chemotherapy), or temporary periods of incapacity (e.g., severe morning 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 10 percent of the employees employed by the employer within 75 miles of the facility at which the employee is employed".^[28] Their employers are not required to restore them to their original position (or an equivalent position with equivalent pay and benefits, as is guaranteed to other employees) if the employer determines that denying the employee their position is "necessary to forestall substantial and grievous economic injury to the operations of the employer" ^[28] and the employer provides the worker with observe of this decision, though no time frame for providing this detect is established.

Enforcement [edit]

Employees or the Secretary of Labor can bring enforcement actions,^[29] but there is no right to a jury for reinstatement claims. Employees tin can seek damages for lost wages and benefits, or the toll of child care, plus an equal amount of liquidated damages unless an employer tin can show it acted in good faith and reasonable crusade to believe it was not breaking the law.^[xxx] There is a two-year limit on bringing claims, or three years for willful violations.^[31]

Non-eligible workers and types of leave [edit]

The federal FMLA does not apply to:

• workers in businesses with fewer than 50 employees (this threshold does not apply to public agency employers and local educational agencies as they are covered employers past proper name simply there nevertheless must exist at least l employees with a 75-mile radius for the employee to be eligible for FMLA leave^[15]);
• function-time workers who have worked fewer than i,250 hours within the 12 months preceding the leave and a paid holiday;
• workers who need time 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 demand time off to recover from short-term or common illness like a cold, or to care for a family fellow member with a short-term illness;
• elected officials; and
• workers who need fourth dimension off for routine medical care, such every bit check-ups.
• workers who need fourth dimension off to care for pets;

Country family unit leave [edit]

9 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 sick loved one, or recover from one's ain serious health condition.^[34]

Dropping the employer threshold [edit]

The federal FMLA only applies to employers with l or more employees, within 75 miles. Some states have enacted their ain FMLAs that accept a lower threshold for employer coverage:

• Maine: 15 or more employees (private employers)^[35] and 25 or more (city or town employers).^[36]
• Maryland: 15 or more employees (individual employers)Up to vii days for bone marrow donation. Up to 30 days for organ donation.^{[37] [38]}
• Minnesota: 21 or more employees (parental leave simply).^[39]
• Oregon: 25 or more employees. An employee must have worked at least 180 days, and averaged 25 hours per week at the fourth dimension medical leave is requested^{[40] [41]}
• Rhode Island: 50 or more employees (private employers)^[42] and 30 or more than employees (public employers).^[43]
• Vermont: 10 or more employees (parental leave simply)^[44] and 15 or more than employees (family and medical leave).^[45]
• Washington: 50 or more employees (FMLA reasons besides insured parental leave);^[46] all employers are required to provide insured parental leave.^{[47] [48]}
• District of Columbia: 20 or more employees.^[49]

Expanded coverage [edit]

The federal FMLA only applies to immediate family—parent, spouse, and child. The 2008 amendments to the FMLA for military family members extend the FMLA's protection to next of kin and to adult children. The Department of Labor on June 22, 2010 clarified the definition of "son and daughter" under the FMLA "to ensure that an employee who assumes the function of caring for a child receives parental rights to family leave regardless of the legal or biological relationship" and specifying that "an employee who intends to share in the parenting of a child with their aforementioned sex partner volition be able to exercise the right to FMLA leave to bail with that child."^[50]

In February 2015, the Department of Labor issued its concluding dominion alteration the definition of spouse under the FMLA in response to the decision in United States v. Windsor, effective March 27, 2015.^[51] The revised definition of "spouse" extends FMLA leave rights and chore protections to eligible employees in a same-sexual activity union or a common-constabulary marriage entered into in a country where those statuses are legally recognized, regardless of the state in which the employee works or resides.^[52] Fifty-fifty if an employee works where same-sex or common law union is non recognized, that employee'south spouse triggers FMLA coverage if the employee married in a land that recognized same-sex marriage or mutual police marriage.^[53] Some states had already expanded the definition of family in their own FMLAs:

• California: Domestic partner and domestic partner's child.^[54]
• Connecticut: Civil wedlock partner,^[55] parent-in-law.^[56]
• Hawaii: Grandparent, parent-in-police, grandparent-in-law^[57] or an employee'south reciprocal beneficiary.^[58]
• Maine: Domestic partner and domestic partner's child,^[59] siblings.^[threescore]
• Maryland: Allows the employee to use time for immediate family under the same rules if taking information technology for themselves. Includes pace, adopted and even people who were primary caregivers even if not related.^[61]
• New Jersey: Ceremonious union partner and kid of ceremonious union partner,^[62] parent-in-law, step parent.^[63]
• Oregon: Domestic partner,^[64] grandparent, grandchild or parent-in-constabulary.^[65]
• Rhode Island: Domestic partners of land employees, parent-in-law.^[66]
• Vermont: Ceremonious matrimony partner,^[67] parent-in-law.^[68]
• Wisconsin: Parent-in-law.^[69]
• Commune of Columbia: Related to the worker by claret, legal custody, or marriage; person with whom the employee lives and has a committed relationship; kid who lives with employee and for whom employee permanently assumes and discharges parental responsibleness.^[seventy]

Increasing the uses for FMLA get out [edit]

FMLA leave tin can exist used for a worker'south serious health condition, the serious wellness status of a family fellow member, or upon the arrival of a new child. State FMLA laws and the new military family provisions of the FMLA accept broadened these categories:

• Connecticut: Organ or bone marrow donor.^[71]
• Maine: Organ donor;^[72] decease of employee's family fellow member if that family member is a servicemember killed while on active duty.^[73]
• Maryland: Maryland Family Exit Human activity (MFLA) – Organ donor, Person Standing in Loco Parentis, For Service Leave, and added a specific anti-retaliation penalisation on top of FMLA recovery. Runs parallel to FMLA.
• Oregon: Treat the not-serious injury or affliction of a kid requiring home intendance.^[74]

[edit]

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

• Attending child'south school or educational activities. Examples include California,^[75] District of Columbia,^[76] Massachusetts,^[77] Minnesota,^[78] Rhode Island,^[79] Vermont,^[lxxx] and others.
• Taking family members to routine medical visits. Massachusetts^[81] and Vermont.^[82]
• Addressing the effects of domestic violence, stalking, or sexual set on. Examples include Colorado,^[83] Florida,^[84] Hawaii,^[85] and Illinois.^[86]

Significance [edit]

In 2003, Han and Waldfogel found that "only about 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, but 46% of individual sector workers are eligible for exit nether the FMLA. In June 2007, the Department of Labor estimated that of 141.7 million workers in the United States, 94.four million worked at FMLA-covered worksites, and 76.ane one thousand thousand were eligible for FMLA go out. But viii to 17.i percent of covered, eligible workers (or between 6.one 1000000 and 13.0 million workers) took FMLA leave in 2005.^[88] The 2008 National Survey of Employers establish no statistically significant divergence betwixt the proportion of minor employers (79%) and large employers (82%) that offering full FMLA coverage.^[89]

Although much of the inquiry has been conducted on populations in other countries,^[xc] Berger et al.^[91] plant that children in the United States whose mothers render to work within the offset iii months after giving birth are less likely to be breastfed, take all of their immunizations upwardly to appointment (by 18 months), and receive all of their regular medical checkups; they are too more probable to exhibit behavioral bug by four years of historic period. Chatterji and Markowitz ^[92] also constitute an association between longer lengths of maternity exit and lesser incidence of low amid mothers.

Despite the lack of rights to leave, there is no correct to gratuitous kid care or solar day care. This has encouraged several proposals to create a public system of free child care, or for the government to subsidize parents' costs.^[93]

Controversy [edit]

The act was controversial at its passage. Much of the controversy focused on its bear on on the business customs, and on whether the law should be gender neutral or not.^[94] In order to make the police more acceptable, it was argued that the police force would reduce abortions.^[95] Proponents of the police force focused on its benefit to men and children, in lodge to counter the claim that it was giving women "special treatment".^[96] Other controversies focused on whether the go out should be paid or not.^[97]

The law was finally approved, mandating unpaid gender-neutral leave; nevertheless information technology was still criticized. Critics of the deed have suggested that by mandating diverse forms of leave that are used more frequently by female than male employees, the Act, like the Pregnancy Discrimination Human action of 1978, makes women more expensive to utilize than men. They debate that employers will appoint in subtle discrimination confronting women in the hiring process, bigotry which is much less obvious to observe than pregnancy discrimination against the already hired. Throughout history, gender discrimination towards women was common; certain laws were placed that would restrict a woman's option in choosing a working position, too 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 part of an overall strategy to encourage both men and women to take family-related leave.^[99] All the same, 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 ground for this supposition upon the inception of the legislation and no evidence has been institute today to support this assumption. Therefore, the employer incentive to adopt male employees is preserved despite the equal opportunity for both sexes to take leave.^[100]

Moreover, the FMLA is much less comprehensive than Western European get out policies. Namely, the U.s.a. is the only industrialized state without paid leave for parents. This illustrates the lack of provisions offered in the United States equally compared to that of other industrialized countries. For instance, all Western European nations have maternity paid exit and over half accept paternity and sick child care paid leave, while the United states has no paid leave.^[101]

Additionally, workplace fairness has been questioned under the Human action. For instance, whatever woman-specific benefits provided by the legislation were considered special treatment and thus unacceptable, and ignoring the thought that women may accept a greater share of burden of caregiving in reality. In antiphon, supporters may argue that creating such legislation that recognizes the female person'due south greater function in child care, stereotype would be reinforced.^[102]

The success of the implementation of the policy is as well controversial because it is questioned whether the policy is actually going to those who demand the benefits. For instance, since the exit offered is unpaid, majorities of eligible employees can not take fourth dimension off because they tin can not afford to practice so.^[103] And according to Pyle and Pelletier, eligible workers may not even know nearly this policy and the benefits allotted to them.^[102]

Nether law, women are protected from sex bigotry in the workplace but a large stigma confronting women however exists in terms of them being equally skilled as their male co-workers, and ultimately testing the federal protection of rights in a work environment.^[104] Like whatever 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 access.^[105]

Signing ceremony [edit]

Vicki Yandle, a receptionist who was fired after asking for a few weeks of fourth dimension off to care for a daughter with cancer, was on stage with President Clinton when the law was signed.^[106]

Come across as well [edit]

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

Notes [edit]

1. ^ Bruce, Stephen. "Family and Medical Leave Act". HR Daily Advisor . Retrieved 20 September 2011.
2. ^ Wilentz, Sean (2008). The Age of Reagan . HarperCollins. pp. 327–328. ISBN978-0-06-074480-9.
3. ^ "William J. Clinton: Statement on Signing the Family and Medical Leave Act of 1993". www.presidency.ucsb.edu . Retrieved 2017-03-29 .
4. ^ Congress. 1993. Family unit and Medical Leave Act of 1993. Washington, D.C. pH.R.one–2 quoted
5. ^ Congress. 1993. Family unit and Medical Exit Act of 1993. Washington, D.C. pH.R.1–two quoted.
6. ^ South. 1790; NDAA 2020, Pub.L. 116-92, Pub.L. 116–92 (text) (PDF)
7. ^ 5 USC § 6382(d)(two)
8. ^ Role of Personnel Direction, MEMORANDUM FOR: HEADS OF EXECUTIVE DEPARTMENTS AND AGENCIES on December 27, 2019
9. ^ California, New Bailiwick of jersey, Rhode Island and New York
10. ^ 29 USC §2611(2)
11. ^ "Family and Medical Leave Act Airline Flying Crew Technical Amendments".
12. ^ 29 USC §2612(e)
13. ^ 29 USC §2612(e)(ii)
14. ^ "Family and Medical Exit for Federal Employees". U.Southward. Office of Personnel Management . Retrieved 2019-07-03 .
15. ^ ^{a b c d} "Fact Canvass #28: The Family and Medical Leave Human activity" (PDF). U.S. Section 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)(two) and on adoption, see Kelley v Crosfield Catalysts 135 F2d 1202 (seventh Circuit 1998) The aforementioned rules for federal employees were codification in 5 USC §§6381–6387.
19. ^ "DoL Opinion".
20. ^ "Family unit and Medical Leave Act – Wage and Hour 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 aggregate 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. ^ "Armed services Family Leave Provisions of the FMLA - Wage and Hour Division (WHD) - U.S. Department of Labor". www.dol.gov . Retrieved 2017-03-29 .
25. ^ 535 US 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. Under §2618 special rules utilize for employees of local educational agencies.
27. ^ Vedder Toll (Jan 26, 2011). "Struggling with Intermittent FMLA Leave". The National Police force Review. Retrieved 2012-04-29 .
28. ^ ^{a b} Congress. 1993. Family unit and Medical Leave Act of 1993. Washington, D.C. pH.R.one–8 quoted.
29. ^ 29 USC §2617, and meet Frizzell v Southwest Motor Freight, 154 F3d 641 (6th Circuit 1998)
30. ^ 29 USC §2617(a)(1)(A)(iii)
31. ^ See Moore 5 Payless Shoe Source (eighth Circuit 1998)
32. ^ 29 U.s.C. § 2611
33. ^ Coutard v. Municipal Credit Union 2017 WL 526060 (2d Cir. February. 9, 2017)
34. ^ "Comparative Chart of Paid Family and Medical Get out Laws in the U.s.". A Better Remainder . 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 LEAVE Human activity (FMLA) GUIDE (PDF). Country OF MARYLAND. August 2013. Retrieved 2014-08-06 .
38. ^ "SENATE BILL 562" (PDF). February 5, 2009. Retrieved 2014-08-06 .
39. ^ Minn. Stat. § 181.940 (Subd. iii)
40. ^ Or. Rev. Stat. § 659A.153 (ane)
41. ^ "Oregon FMLA Laws". www.employmentlawhq.com . Retrieved 2017-02-21 .
42. ^ R.I. Pub. Laws §28-48-i(3)(i)
43. ^ R.I. Pub. Laws § 28-48-one(3)(iii)
44. ^ 23 VSA § 471(4)
45. ^ 23 VSA § 471(3)
46. ^ RCW § 49.78.020(5)
47. ^ RCW § 49.86.010 (6)(a)
48. ^ RCW § 50.50.080(1)
49. ^ D.C. Lawmaking § 32-516(2)
50. ^ "Us Department of Labor clarifies FMLA definition of 'son and daughter'". U.South. Department of Labor. 2010-06-22. Archived from the original on 2010-06-26. Retrieved 2010-07-14 . News Release Number: 10-0877-NAT
51. ^ Forman, Shira (27 February 2015). "DOL Issues Terminal Rule Amending FMLA Definition of "Spouse" to Include Same-Sex Marriages". Sheppard Mullin Richter & Hampton LLP. Retrieved 28 February 2015.
52. ^ Trotier, Geoffrey S. (24 Feb 2015). "FMLA "Spouse" Definition Now Includes Same-Sex Spouses and Common-Police force Spouses". The National Law Review. von Briesen & Roper, s.c. Retrieved 28 February 2015.
53. ^ Gozdecki, Jeanine One thousand. (25 February 2015). "FMLA Concluding Dominion: "Spouse" Means Same-Sex Spouse (Fifty-fifty 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 (7)
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 BILL 562" (PDF). Feb five, 2009. Retrieved 2014-08-06 .
62. ^ Northward.J. Stat. Ann. § 37:ane-31
63. ^ N.J. Stat Ann. § 34-11B(3)(h)
64. ^ HB 2007
65. ^ OR. Rev. Stat. § 659A.150 (four)
66. ^ R.I. Pub. Laws § 24-48-1(5)
67. ^ 23 VSA § 1204(a)
68. ^ 23 VSA § 471(three)(B)
69. ^ Wis. Stat. §103.ten(1)(f)
70. ^ D.C. Lawmaking 32-501(A), (B), (C)
71. ^ Conn. Gen. Stat. § 31-51ll (2)(E)
72. ^ 26 ME. Rev. Stat. Ann. § 843 (four)(E)
73. ^ 26 ME. Rev. Stat. Ann. § 843 (four)(F)
74. ^ OR. Rev. Stat. § 659A.159 (d)
75. ^ Cal. Lab. Lawmaking § 230.8
76. ^ D.C. Code 32-1202
77. ^ Mass. Gen. Laws. Ch. 149 § 52(D)(b)(1)
78. ^ Minn. Stat. § 181.9412
79. ^ R.I. Pub. Laws § 24-48-12
80. ^ 23 VSA § 472a (a)(i)
81. ^ Mass. Gen. Laws. Ch. 149 § 52(D)(b)(two)&(three)
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 Sick. Comp. Stat. 180/1-180/45
87. ^ Han, Westward.-J. and Waldfogel, J. 2003. "Parental Leave: The Touch on of Recent Legislation on Parents' Leave-Taking." Census. 40(1):191–200. p191 quoted.
88. ^ "Family and Medical Leave Act Regulations: A Written report on the Department of Labor'south Request for Data." 28 June 2007. Department of Labor, Employment Standards Administration, Wage and Hr Partitioning. Federal Annals, Vol. 72, No. 124. [1]
89. ^ Galinsky, E., Bond, J., Sakai, K., Kim, South., Giuntoli, Due north. 2008. National study of employers. New York, NY: Families and Piece of work Institute. [2]
90. ^ Gregg, P.East., Washbrook et al. 2005. "The Effects of a Mother's Return to Work Decision on Kid Evolution in the United kingdom." The Economical Journal. 115(501):F48-F80.
91. ^ Berger, L.Grand., Hill, et al. 2005. "Maternity Exit, Early Maternal Employment and Kid Health Development in the Usa." The Economic Journal. 115(501):F29-F47.
92. ^ Chatterji, P. and Markowitz, South. 2005. "Does the Length of Motherhood Go out Affect Mental Health." Southern Economic Periodical. 72(1):16–41.
93. ^ e.m. D Paquette, 'The enormous ambition of Hillary Clinton'due south child-care programme' (May 12, 2016) The Washington Post
94. ^ Anthony, Deborah J. (2008). "The Hidden Harms of the Family unit and Medical Leave Deed: Gender-Neutral Versus Gender-Equal". Gender, Social Policy & the Law. xvi: 4 – via Digital Commons.
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External links [edit]

• Family and Medical Leave Human activity of 1993 29 U.S. Lawmaking Chapter 28
• Section of Labor Family & Medical Go out information pages
• Senate roll call vote
• Business firm roll call vote
• Nevada Dept. of Human Resources 5. Hibbs
• Your Rights Nether the Federal Family and Medical Leave Act (FMLA)
• A Child'due south Wish at IMDb – A made-for-Television film nigh the act in which President Clinton appears briefly equally himself.
• https://web.archive.org/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=true

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Source: https://en.wikipedia.org/wiki/Family_and_Medical_Leave_Act_of_1993#:~:text=The%20Family%20and%20Medical%20Leave,qualified%20medical%20and%20family%20reasons.

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