The Family And Medical Leave Act Of 1993 (FMLA) and The.ppt

The Family And Medical Leave Act Of 1993 (FMLA) and The Americans With Disabilities Act Of 1990 (ADA): Implications for Human Resource Management By Angela Hall, ., . Learning Objectives ? To learn key concepts of the Family and Medical Leave Act of 1993 (FMLA) and the Americans with Disabilities Act of 1990 (ADA). ? The FMLA and the ADA are important federal statutes that affect human resource management. Why are the FMLA and ADA important to HR professionals? ? FMLA and ADA affect the anizations do business. ? FMLA and ADA impose requirements on employers that are often handled by HR professionals. ? FMLA and ADA violations can expose organizations to legal liability. Balancing Personal Issues with Work ? When Congress passed the FMLA, it recognized that workers do not exist in a vacuum. Personal issues can affect work. Family and Medical Leave Act of 1993 (FMLA) Key Definitions (29 . § 2611) ? Employer: Any person engaged merce or in any industry or activity merce who employs 50 or more employees for each working day during each of 20 or more calendar workweeks in the current or preceding calendar year. ? Employee: The term "eligible employee" means an employee who has been employed ? For at least 12 months by the employer, and ? For at least 1,250 hours of service with such employer during the previous 12-month period. FMLA Leave Requirements Eligible employees are entitled to 12 weeks of leave during any 12-month period for one or more of the following: (A) The birth of a child of the employee and to care for the child. (B) The placement of a child with the employee for adoption or foster care. (C) To care for the spouse, child or parent of the employee who has a serious health condition. (D) Because of a serious health condition that makes the employee unable to perform the functions of the their job. FMLA and Intermittent Leave ? Employees do not have to take the leave all at one time. Intermittent leave can b