The Family Medical Leave Act (FMLA) entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave per year for specific family or medical reasons. It allows leave for the birth or adoption of a child, care of a family member, or an employee's own serious health condition. While FMLA helps employees balance work and family responsibilities, some employers argue it increases costs and workload. The law also aims to promote ethical decisions that balance work and family needs, though it may need updates to reflect changing work environments and family structures.

1. FAMILY MEDICAL LEAVE ACT
(FMLA)
By: Michelle Brewer
MGMT 3203: Business Law
Professor Patri Cabe
October 31, 2016

2. INTRODUCTION AND OVERVIEW
• Entitles eligible employees to take unpaid and job
protected leave for family members and medical
reasons.
• Employee is eligibale for up to 12 weeks of unpaid
leave during a year’s time for the birth or adoption,
family health needs, or employees health needs.
• Some employers consider FMLA, ADA< and worker’s
compensation as a way of employees to rest while
milking the employer.

3. TOPIC AND ETHICAL
• The majority of the states now have leave laws but their
provisions can be different in each state
• Employers must give employees an eligibility notice and a
rights and responsibilities notice within 5 days after the
employee turns in the leave paperwork.
• FMLA promotes ethical human decisions of balancing
important and ethical habits that we are in ethical business
decisions. As humans, people need to have more
sympathy and care more for their employees that work for
them. The workplace could end up being a better
environment for everybody.

4. SUPPORTING CASES AND IMPACT ON
BUSINESSES
• Supporting Cases- Vess V. Select Medical Corp, Tillman V. Ohio
Bell Telephone, and Attiobge-Tay V. Southeast Rolling Hills, LLC.
• There are more than 89% of U.S. establishments that are not
covered by FMLA based on estimates from the 2000 Survey of
Establishments.
• FMLA can affect the Employer due to less workers and more
work to be done. Other employees also have to do more work to
cover the employee that is o FMLA which creates more work and
puts a lot of stress on the other employees which creates large
turnover in the business.

5. CONCLUSION
• FMLA has helped millions of individuals with families and is a
great law to have with businesses but I do feel changes need to
be made for certain circumstances.
• When FMLA was first introduced in 1993, women were beginning
to change lifestyles from being a full-time house wife to being a
full-time worker. In today’s times, both parents need to work due
to cost of living and lifestyles people lead.
• The law needs to be upgraded and employers need to
understand that things have changed and will keep changing for
people who work for them.

6. REFERENCE
• Bilski, Jared. (2016). The 5 most influential FMLA rulings in recent memory.
Retrieved from http://www.hrbenefitsalert.com/most-influential-fmla-
rulings/2/.
• Bischoff, R., Chavkin, W. (2008). The Relationship between Work-Family
Benefits and
• Maternal, Infant and Reproductive Health: Public Health Implications and
Policy Recommendations. NY. Obama Project. Retrieved from
http://s3.documentcloud.org/documents/236072/20081223-wfr.pdf.
• Fleischer, C. (2005). HR for Small Business. IL. Sphinx Publishing.
• Guerin, L. (2009). Federal Employment Laws. CA. Delta Printing Solutions, Inc.
• Repa, B. K. (2010). Your Rights in the Workplace. CA. Delta Printing Solutions,
Inc.
• U.S. Department of Labor: Family and Medical Leave Act benefits
workers and their families, employers. (2012). Retrieved
from
https://www.dol.gov/opa/media/press/whd/WHD20130175.htm.