EMPLOYEE SAFETY, HEALTH, AND WELFARE LAW PAPER

Employee Safety, Health, and Welfare Law Paper

Employee Safety, Health, Welfare Law and paper

Employee safety, health and social law. The field of employment security, health and well-being brings the argument of many aspects, agencies and laws that have jurisdiction over the American workplace. The discussion of all the agencies involved worldwide in the maintenance of a safe working environment is beyond the scope of this paper. This document will act shortly on the effect of the Family and Medical Leave Act (FMLA) on the American employer and briefly on the effects of Workers' Compensation Occupational Safety and Health.

The Family and Medical Leave Act (FMLA) of 1993

The Family and Medical Leave Act of 1993 (FMLA) is a federal law. The regulations implement the law came into force 5th August 1993, revised and effective 16th January 2009. The FMLA was amended by the National Defense Authorization Act for Fiscal Year 2010. The FMLA is administered and enforced by the Wage and Hour Division of the United States Department of Labor. Rules for State Personnel Administration on the basis of federal laws and regulations adopted in relation to the FMLA. The provisions of the Act apply to all employers in every state and territory of the United States participating in any business, committed to interstate commerce affected, agriculture is included. During leave FMLA, the employer must maintain the employee's health insurance at all "group health plan" under the same conditions as if the employee had to continue working, regardless of whether the employee is on paid or unpaid leave. After returning from FMLA leave must, most employees will be restored to their original or equivalent positions with equivalent pay, benefits and other terms of employment.

The Family and Medical Leave Act (FMLA) was founded in 1993 to ensure the protection for employees who are required to offer time off from work for the birth of a child. Before 1993 there was no protection for employees who request time off to care for a newborn. The FMLA entitles employees who are entitled to a total of 12 work weeks of time away from work without pay (Bennett-Alexander & Hartman, 2007). FMLA applies to all employers in the public sectors, including local, state and federal authorities. Educational employers are also required in the FMLA as well as help employers in the private sector, which employed 50 or more employees in the last ...