The Family and Medical Leave Act of 1993 (FMLA) is a law which provides regulations and governing application of the law. It became useful from August 5, 1993. The FMLA was further improved by the National Defense Authorization Act. The FMLA is managed and forced by the Wage and Hour Division of the United States Department of Labor. This law offers work protected leaves and settlements coverage entitlements to employees who meet FMLA eligibility criteria. This law helps workers create a balance between their work and family. The following case study depicts the same picture that an old and ill father needs his son at his crucial time and his son has to make decision between his job which is going wonderful in these days and his beloved father.
Family Related Issues
According to the law, Tony is entitled to avail the leaves for taking care of his father as he is the biological and only child of his father. According to the law a worker is permitted to use his accumulated sick leave to care for an instant family member, i.e. parents. In case of Tony as his father didn't care for him since his childhood and left his mother in an early age but despite all this Tony feels love for him. He wants to know about his father, he loves him, wants to spend time with him and take care of him in his old age. Although his father didn't care for him in his younger age but he is now weak, old and ill so he needs Tony. The FMLA law also covers biological, adoptive, step or foster father or mother or any other individual who are in loco parentis. As Tony is the only child of his father he has to take care for him and ethically, morally and financially support him. It is the moral responsibility of children to look after their parents when they need them (Barnes, 2008).
Yes, the size of the business has an effect to be eligible for the FMLA. A worker must be engaged in a business with fifty or more employees. Employees in businesses with less than fifty workers do not qualify for this leave facility. He or she must also have worked for that employer for at least 12 months. It is not mandatory to work continuously during this ...