When Was the Family Medical Leave Act Passed

US labor law

Family and Medical Leave Act of 1993

Long championship	An Human action to grant family and temporary medical leave under sure circumstances.
Acronyms (colloquial)	FMLA
Enacted by	the 103rd United States Congress
Citations
Public law	Pub.L. 103–3
Statutes at Large	107 Stat. six
Codification
Titles amended	29 USC: Labor
United states of americaC. sections created	29 U.S.C. sec. 2601
Legislative history
Introduced in the House as H.R. 1 by William D. Ford (D-MI) on January v, 1993 Commission consideration by House Education and Labor, House Post Office and Civil Service Passed the House on February 3, 1993 (265–163) Passed the Senate on February 4, 1993 (71–27) with subpoena House agreed to Senate subpoena on February 4, 1993 (Via H.Res. 71, 247–152) Signed into law past President Beak Clinton on Feb 5, 1993
Major amendments
No Kid Left Behind Act

The Family unit and Medical Leave Act of 1993 (FMLA) is a Us labor police requiring covered employers to provide employees with task-protected, unpaid go out for qualified medical and family unit reasons.^[1] The FMLA was a major part of President Neb Clinton'southward first-term domestic agenda, and he signed it into law on February v, 1993. The FMLA is administered by the Wage and Hour Division of the The states Department of Labor.

The FMLA allows eligible employees to have up to 12 work weeks of unpaid exit during any 12-month menstruation to care for a new child, care for a seriously ill family member, or recover from a serious affliction. The FMLA covers both public- and private-sector employees, but certain categories of employees, including elected officials and highly compensated employees, are excluded from the constabulary or face certain limitations. In lodge to be eligible for FMLA leave, an employee must have worked for the employer for at least 12 months, have worked at least one,250 hours over the by 12 months, and work for an employer with at to the lowest degree 50 employees within a 75-mile radius. Several states have passed laws providing additional family unit and medical get out protections for workers.

Background [edit]

Prior to the 1992 presidential election, a family medical leave act had been vetoed twice by President George H. Westward. Bush.^[two] Subsequently Bill Clinton won the 1992 election, a law protecting family medical get out became one of his major get-go-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 heighten a family and/or required time off for affliction related situations.^[three] President Clinton signed the bill into police on Feb 5, 1993 (Pub.L. 103–iii; 29 UsaC. sec. 2601; 29 CFR 825) to take event on August 5, 1993.

The U.s. Congress passed the Deed with the agreement that "information technology is of import for the development of children and the family unit that fathers and mothers be able to participate in early on childrearing … [and] the lack of employment policies to suit working parents tin force individuals to cull betwixt job security and parenting".^[4] Information technology as well stressed the Act was intended to provide leave protection for individuals "in a way that accommodates the legitimate interests of employers".^[v]

On December twenty, 2019, as role of the National Defense force Authorization Act (NDAA) for Fiscal Year 2020,^[6] the Federal Employee Paid Go out Act (FEPLA) amended the Family and Medical Exit Human activity (FMLA) to grant federal authorities employees up to 12 weeks of paid time off for the nascence, adoption or foster of a new child.^[seven] The police force applies to births or placements occurring on or after October 1, 2020.^[8]

Contents [edit]

Scope 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 year. Employees must have worked over 12 months and 1250 hours in the last year (around 25 hours a calendar week). Nevertheless, employees are not eligible if they work at a work site where the total number of employees employed by the employer within 75 miles of that work site is less than 50.^[10] A worksite includes a public agency, including schools and state, local, and federal employers. The 50 employee threshold does not apply to public agency employees and local educational agencies. There are special hours rules for certain airline employees.^[eleven]

Employees must give notice of xxx days to employers if birth or adoption is "foreseeable",^[12] and for serious health conditions if practicable. Treatments should exist bundled "and then equally non to disrupt unduly the operations of the employer" according to medical advice.^[13]

Along with the 30 twenty-four hours observe, there are also other requirements to be made when seeking the FMLA rights. If an employee wants to exit the showtime time using ones FMLA rights, the person must commencement merits the Family and Medical Get out Human action.^[14] In the instance that an employee were to exit again under the FMLA human activity, the same procedure must proceed.^[15]

With the release of employees, at that place is a certification too. The absence of an employee due to the conditions he or she may have may require a certification as proof of the verification of absence.^[15] In social club to certify the leave of an employee, the employer may ask for other requirements. An instance of these requirements are requiring multiple medical opinions. All of these prerequisites are at the employer'south expense. At that place are also certain rules that may apply to those who piece of work at local education agencies.^[15]

In most of the United States employers and employees cannot pass up the application of the FMLA to FMLA-qualifying absences.^[16] All the same from Escriba v. Foster Poultry Farms, Inc., 743 F.3d 1236, 1244 (9th Cir. 2014) in those states under the jurisdiction of the 9th Excursion "[A]northward employee can affirmatively decline to use FMLA leave, even if the underlying reason for seeking the leave would take invoked FMLA protection."^[17]

Rights during leave [edit]

Employees tin accept up to 12 weeks of unpaid go out for child birth, adoption, to intendance for a close relative in poor health, or because of an employee'southward own poor health.^[eighteen] In full, the purposes for get out are:

• to intendance for a new child, whether for the nascence, the adoption, or placement of a kid in foster care;
• to intendance for a seriously sick family fellow member (spouse, son, daughter, or parent) (Note: Son/daughter has been clarified by the Department of Labor to hateful a child nether the age of 18 or a child over the age of eighteen with a mental or concrete disability as divers by the Americans With Disabilities Human activity, which excludes, amidst other conditions, pregnancy and mail service-partum recovery from childbirth);^[19]
• to recover from a worker's ain serious affliction;
• to intendance for an injured service member in the family; or
• to address qualifying exigencies arising out of a family fellow member'south deployment.
• xx-6 workweeks of leave during a unmarried 12-month flow to treat a covered servicemember with a serious injury or illness if the eligible employee is the servicemember's spouse, son, daughter, parent, or next of kin (military caregiver go out).^[20]

Child care go out should be taken in one lump, unless an employer agrees otherwise.^[21] If a father and female parent have the same employer, they must share their go out, in effect halving each person'south rights, if the employer then chooses.^[22]

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

Since 2008, the Department of Labor has allowed the spouse, child, or parent of an active duty war machine member who is deployed overseas for 12 or more than months to accept up to 12 weeks of leave. Also, a military caregiver provision was added that would allow a caregiver to take up to 26 weeks of go out in order to actively treat a military fellow member who requires medical attending for acute or ongoing atmospheric condition.^[24]

Substitute get out [edit]

Under §2612(2)(A) an employer can make an employee substitute the right to 12 unpaid weeks of go out for "accrued paid vacation leave, personal leave or family leave" in an employer's personnel policy. Originally the Department of Labor had a penalty to make employers notify employees that this might happen. However, five judges in the United states of america Supreme Courtroom in Ragsdale five Wolverine World Wide, Inc held that the statute precluded the right of the Department of Labor to do so. 4 dissenting judges would accept held that nothing prevented the rule, and it was the Section of Labor'south job to enforce the police force.^[25]

Right to return to task [edit]

Afterward unpaid leave, an employee generally has the correct to return to their job, except for employees who are in the pinnacle 10% of highest paid and the employer can debate refusal "is necessary to prevent substantial and grievous economic injury to the operations of the employer."^[26] In full, the rights during and afterward unpaid leave are to:

• the same group health insurance benefits, including employer contributions to premiums, that would exist if the employee were not on leave.
• restoration to the aforementioned position upon return to piece of work. If the aforementioned position is unavailable, the employer must provide the worker with a position that is substantially equal in pay, benefits, and responsibility.
• protection of employee benefits while on go out. An employee is entitled to reinstatement of all benefits to which the employee was entitled before going on leave.
• protection of the employee to non have their rights under the Act interfered with or denied by an employer.
• protection of the employee from retaliation past an employer for exercising rights under the Act.
• intermittent FMLA leave for their own serious health status, or the serious health condition of a family fellow member. This includes occasional leave for doctors' appointments for a chronic status, treatment (e.g., physical therapy, psychological counseling, chemotherapy), or temporary periods of incapacity (e.thousand., severe morning sickness, asthma attack).^[27]

"Highly compensated employees" take limited rights to render to their jobs. They are defined every bit "a salaried eligible employee who is amid the highest paid 10 percentage 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 prevent substantial and grievous economical injury to the operations of the employer" ^[28] and the employer provides the worker with detect of this conclusion, though no time frame for providing this notice is established.

Enforcement [edit]

Employees or the Secretary of Labor can bring enforcement actions,^[29] only there is no right to a jury for reinstatement claims. Employees tin seek amercement for lost wages and benefits, or the cost of child intendance, plus an equal amount of liquidated damages unless an employer can bear witness it acted in proficient faith and reasonable cause to believe it was non breaking the police.^[xxx] In that location is a two-twelvemonth limit on bringing claims, or iii years for willful violations.^[31]

Non-eligible workers and types of leave [edit]

The federal FMLA does non apply to:

• workers in businesses with fewer than fifty employees (this threshold does not use to public agency employers and local educational agencies as they are covered employers by proper noun simply in that location yet must be at least fifty employees with a 75-mile radius for the employee to be eligible for FMLA exit^[15]);
• part-time workers who have worked fewer than 1,250 hours inside the 12 months preceding the go out and a paid vacation;
• workers who need time off to intendance for seriously sick elderly relatives (other than parents), unless the relative was acting in loco parentis at the fourth dimension the worker turned eighteen;^{[32] [33]}
• workers who demand time off to recover from short-term or mutual illness like a cold, or to care for a family member with a short-term affliction;
• elected officials; and
• workers who need time off for routine medical intendance, such as check-ups.
• workers who need fourth dimension off to care for pets;

State family exit [edit]

Nine states—California, Colorado, Connecticut, Massachusetts, New Jersey, New York, Oregon, Rhode Island, and Washington Land—and Washington D.C. have passed into constabulary programs that provide pay to workers taking time off to bond with a new child, intendance for a seriously ill loved one, or recover from 1's own serious health condition.^[34]

Dropping the employer threshold [edit]

The federal FMLA only applies to employers with fifty or more than employees, inside 75 miles. Some states have enacted their own FMLAs that have a lower threshold for employer coverage:

• Maine: xv or more employees (individual employers)^[35] and 25 or more (city or town employers).^[36]
• Maryland: 15 or more than employees (private employers)Up to seven 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 take worked at least 180 days, and averaged 25 hours per week at the time medical go out is requested^{[40] [41]}
• Rhode Island: 50 or more than employees (individual employers)^[42] and xxx or more than employees (public employers).^[43]
• Vermont: 10 or more employees (parental leave only)^[44] and 15 or more than employees (family and medical get out).^[45]
• Washington: 50 or more than 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 simply applies to immediate family—parent, spouse, and child. The 2008 amendments to the FMLA for armed services family members extend the FMLA'south protection to adjacent 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 role 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 same sexual activity partner will be able to exercise the right to FMLA leave to bond with that child."^[50]

In February 2015, the Department of Labor issued its final rule amending the definition of spouse under the FMLA in response to the decision in The states v. Windsor, constructive March 27, 2015.^[51] The revised definition of "spouse" extends FMLA leave rights and chore protections to eligible employees in a same-sexual activity matrimony or a common-police marriage entered into in a state 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 aforementioned-sex or common law matrimony is not recognized, that employee'southward spouse triggers FMLA coverage if the employee married in a country that recognized same-sexual activity marriage or common police marriage.^[53] Some states had already expanded the definition of family in their ain FMLAs:

• California: Domestic partner and domestic partner's child.^[54]
• Connecticut: Ceremonious marriage partner,^[55] parent-in-police force.^[56]
• Hawaii: Grandparent, parent-in-law, grandparent-in-police force^[57] or an employee'southward reciprocal beneficiary.^[58]
• Maine: Domestic partner and domestic partner'southward kid,^[59] siblings.^[60]
• Maryland: Allows the employee to employ fourth dimension for immediate family unit under the same rules if taking information technology for themselves. Includes footstep, adopted and fifty-fifty people who were chief caregivers even if non related.^[61]
• New Jersey: Civil union partner and child of ceremonious spousal relationship partner,^[62] parent-in-police, step parent.^[63]
• Oregon: Domestic partner,^[64] grandparent, grandchild or parent-in-police force.^[65]
• Rhode Island: Domestic partners of state employees, parent-in-law.^[66]
• Vermont: Civil union partner,^[67] parent-in-constabulary.^[68]
• Wisconsin: Parent-in-law.^[69]
• Commune of Columbia: Related to the worker by blood, legal custody, or marriage; person with whom the employee lives and has a committed human relationship; child who lives with employee and for whom employee permanently assumes and discharges parental responsibility.^[70]

Increasing the uses for FMLA leave [edit]

FMLA exit can be used for a worker's serious wellness status, the serious health status of a family fellow member, or upon the arrival of a new child. Land FMLA laws and the new military family provisions of the FMLA have broadened these categories:

• Connecticut: Organ or bone marrow donor.^[71]
• Maine: Organ donor;^[72] death of employee'south family member if that family unit member is a servicemember killed while on active duty.^[73]
• Maryland: Maryland Family Exit Act (MFLA) – Organ donor, Person Standing in Loco Parentis, For Service Go out, and added a specific anti-retaliation punishment on top of FMLA recovery. Runs parallel to FMLA.
• Oregon: Care for the non-serious injury or illness of a child requiring home care.^[74]

[edit]

Several states have passed FMLA-blazon statutes to give parents unpaid leave for other related purposes, including:

• Attending child's school or educational activities. Examples include California,^[75] Commune of Columbia,^[76] Massachusetts,^[77] Minnesota,^[78] Rhode Isle,^[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 assault. Examples include Colorado,^[83] Florida,^[84] Hawaii,^[85] and Illinois.^[86]

Significance [edit]

In 2003, Han and Waldfogel found that "but about threescore% of individual 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, only 46% of private sector workers are eligible for leave under the FMLA. In June 2007, the Department of Labor estimated that of 141.7 one thousand thousand workers in the U.s.a., 94.4 million worked at FMLA-covered worksites, and 76.1 1000000 were eligible for FMLA leave. Only eight to 17.1 pct of covered, eligible workers (or betwixt vi.1 meg and 13.0 million workers) took FMLA go out in 2005.^[88] The 2008 National Survey of Employers found no statistically meaning deviation betwixt the proportion of minor employers (79%) and large employers (82%) that offering full FMLA coverage.^[89]

Although much of the enquiry has been conducted on populations in other countries,^[90] Berger et al.^[91] establish that children in the United States whose mothers return to work within the first 3 months after giving birth are less likely to be breastfed, accept all of their immunizations up to date (by 18 months), and receive all of their regular medical checkups; they are too more probable to exhibit behavioral problems by four years of age. Chatterji and Markowitz ^[92] also found an association between longer lengths of motherhood leave and lesser incidence of low among mothers.

Despite the lack of rights to go out, there is no right to free child care or day intendance. This has encouraged several proposals to create a public organisation of costless child intendance, 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 impact on the business customs, and on whether the law should exist gender neutral or not.^[94] In order to brand the law more than acceptable, information technology was argued that the police force would reduce abortions.^[95] Proponents of the law 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 leave should be paid or not.^[97]

The constabulary was finally approved, mandating unpaid gender-neutral get out; nevertheless it was still criticized. Critics of the act have suggested that by mandating diverse forms of leave that are used more than often past female than male employees, the Act, similar the Pregnancy Bigotry Act of 1978, makes women more than expensive to employ than men. They argue that employers will engage in subtle discrimination confronting women in the hiring procedure, discrimination which is much less obvious to detect than pregnancy discrimination against the already hired. Throughout history, gender discrimination towards women was common; certain laws were placed that would restrict a adult female's pick in choosing a working position, as well every bit, how many hours she could piece of 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 function of an overall strategy to encourage both men and women to take family unit-related leave.^[99] Still, this is based on the supposition that men will take advantage of the opportunity of unpaid leave at comparable rates to women. Co-ordinate to Grossman, there is no ground for this assumption upon the inception of the legislation and no show has been institute today to support this assumption. Therefore, the employer incentive to adopt male person employees is preserved despite the equal opportunity for both sexes to accept leave.^[100]

Moreover, the FMLA is much less comprehensive than Western European leave policies. Namely, the United States is the only industrialized country without paid leave for parents. This illustrates the lack of provisions offered in the Usa every bit compared to that of other industrialized countries. For example, all Western European nations accept maternity paid leave and over half take paternity and sick child care paid leave, while the United States has no paid leave.^[101]

Additionally, workplace fairness has been questioned under the Act. For instance, any woman-specific benefits provided by the legislation were considered special treatment and thus unacceptable, and ignoring the idea that women may take a greater share of brunt of caregiving in reality. In retort, supporters may contend that creating such legislation that recognizes the female's greater role 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 need the benefits. For case, since the leave offered is unpaid, majorities of eligible employees tin not take fourth dimension off because they can not afford to practise so.^[103] And co-ordinate to Pyle and Pelletier, eligible workers may not fifty-fifty know nigh this policy and the benefits allotted to them.^[102]

Under police, women are protected from sex discrimination in the workplace but a large stigma against women nonetheless exists in terms of them being as skilled equally their male co-workers, and ultimately testing the federal protection of rights in a piece of work environment.^[104] Like whatsoever other federal regulation, it is strictly prohibited for an employer to discriminate towards an employee (especially 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 later on asking for a few weeks of time off to intendance for a daughter with cancer, was on stage with President Clinton when the constabulary was signed.^[106]

See also [edit]

• Us labor police
• Cleveland Board of Educational activity v. LaFleur (1974)

Notes [edit]

1. ^ Bruce, Stephen. "Family and Medical Leave Act". 60 minutes 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: Argument on Signing the Family and Medical Go out Act of 1993". world wide web.presidency.ucsb.edu . Retrieved 2017-03-29 .
4. ^ Congress. 1993. Family and Medical Leave Act of 1993. Washington, D.C. pH.R.1–2 quoted
5. ^ Congress. 1993. Family and Medical Go out Act of 1993. Washington, D.C. pH.R.1–two quoted.
6. ^ Southward. 1790; NDAA 2020, Pub.Fifty. 116-92, Pub.50. 116–92 (text) (PDF)
7. ^ 5 USC § 6382(d)(2)
8. ^ Office of Personnel Management, MEMORANDUM FOR: HEADS OF EXECUTIVE DEPARTMENTS AND AGENCIES on December 27, 2019
9. ^ California, New Jersey, Rhode Island and New York
10. ^ 29 USC §2611(2)
11. ^ "Family and Medical Get out Act Airline Flight Coiffure Technical Amendments".
12. ^ 29 USC §2612(due east)
13. ^ 29 USC §2612(due east)(two)
14. ^ "Family and Medical Leave for Federal Employees". U.Southward. Office of Personnel Direction . Retrieved 2019-07-03 .
15. ^ ^{a b c d} "Fact Sheet #28: The Family and Medical Leave Human action" (PDF). U.S. Department 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/eleven-17608.pdf
18. ^ 29 USC §2512(a)(2) and on adoption, encounter Kelley v Crosfield Catalysts 135 F2d 1202 (7th Circuit 1998) The aforementioned rules for federal employees were codified in 5 USC §§6381–6387.
19. ^ "DoL Opinion".
20. ^ "Family unit and Medical Leave Act – Wage and Hr 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 amass number of workweeks of leave to which both may be entitled may exist limited to 12 workweeks"
23. ^ 29 USC §2614(c). If an employee quits, the employer is enabled to recoup costs.
24. ^ "Military Family unit Leave Provisions of the FMLA - Wage and Hour Partitioning (WHD) - U.S. Department of Labor". world wide web.dol.gov . Retrieved 2017-03-29 .
25. ^ 535 United states 81 (2002)
26. ^ 29 USC §2614(b). Nether 29 USC §2612(b)(ii) employers may transfer employees to another position with similar pay and benefits if health absences could be intermittent. Under §2618 special rules apply for employees of local educational agencies.
27. ^ Vedder Cost (January 26, 2011). "Struggling with Intermittent FMLA Leave". The National Law Review. Retrieved 2012-04-29 .
28. ^ ^{a b} Congress. 1993. Family and Medical Leave Act of 1993. Washington, D.C. pH.R.1–8 quoted.
29. ^ 29 USC §2617, and run across Frizzell v Southwest Motor Freight, 154 F3d 641 (sixth Circuit 1998)
30. ^ 29 USC §2617(a)(i)(A)(iii)
31. ^ Encounter Moore 5 Payless Shoe Source (8th Circuit 1998)
32. ^ 29 UsaC. § 2611
33. ^ Coutard 5. Municipal Credit Union 2017 WL 526060 (2d Cir. Feb. ix, 2017)
34. ^ "Comparative Chart of Paid Family and Medical Leave Laws in the Usa". A Better Balance . Retrieved 2022-03-03 .
35. ^ 26 Me. Rev. Stat. Ann. tit. 26 § *843 (three)(A)
36. ^ 26 Me. Rev. Stat. Ann. tit. 26 § 843 (3)(C)
37. ^ Family AND MEDICAL LEAVE ACT (FMLA) GUIDE (PDF). STATE 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 (1)
41. ^ "Oregon FMLA Laws". www.employmentlawhq.com . Retrieved 2017-02-21 .
42. ^ R.I. Pub. Laws §28-48-1(3)(i)
43. ^ R.I. Pub. Laws § 28-48-one(3)(3)
44. ^ 23 VSA § 471(4)
45. ^ 23 VSA § 471(3)
46. ^ RCW § 49.78.020(v)
47. ^ RCW § 49.86.010 (half dozen)(a)
48. ^ RCW § fifty.fifty.080(i)
49. ^ D.C. Code § 32-516(2)
50. ^ "Us Department of Labor clarifies FMLA definition of 'son and daughter'". U.S. Department of Labor. 2010-06-22. Archived from the original on 2010-06-26. Retrieved 2010-07-xiv . News Release Number: 10-0877-NAT
51. ^ Forman, Shira (27 February 2015). "DOL Issues Final Dominion Alteration FMLA Definition of "Spouse" to Include Aforementioned-Sex Marriages". Sheppard Mullin Richter & Hampton LLP. Retrieved 28 February 2015.
52. ^ Trotier, Geoffrey S. (24 February 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 M. (25 February 2015). "FMLA Final Rule: "Spouse" Means Same-Sex Spouse (Even in Alabama)". The National Constabulary 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.one
58. ^ Haw. Rev. Stat. § 398.3
59. ^ 26 ME. Rev. Stat. Ann. § 843 (iv)(D)
60. ^ LD 2132
61. ^ "SENATE Bill 562" (PDF). February 5, 2009. Retrieved 2014-08-06 .
62. ^ N.J. Stat. Ann. § 37:1-31
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. §103.10(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 (iv)(E)
73. ^ 26 ME. Rev. Stat. Ann. § 843 (4)(F)
74. ^ OR. Rev. Stat. § 659A.159 (d)
75. ^ Cal. Lab. Code § 230.viii
76. ^ D.C. Lawmaking 32-1202
77. ^ Mass. Gen. Laws. Ch. 149 § 52(D)(b)(i)
78. ^ Minn. Stat. § 181.9412
79. ^ R.I. Pub. Laws § 24-48-12
80. ^ 23 VSA § 472a (a)(1)
81. ^ Mass. Gen. Laws. Ch. 149 § 52(D)(b)(2)&(3)
82. ^ 23 VSA § 472a (a)(ii)
83. ^ Colo. Rev. Stat. § 24-34-402.7
84. ^ FLA. STAT. § 741.313
85. ^ Haw. Rev. Stat. § 378-72
86. ^ 820 Ill. Comp. Stat. 180/1-180/45
87. ^ Han, West.-J. and Waldfogel, J. 2003. "Parental Leave: The Impact of Contempo Legislation on Parents' Get out-Taking." Demography. 40(1):191–200. p191 quoted.
88. ^ "Family unit and Medical Leave Human action Regulations: A Report on the Section of Labor'south Asking for Information." 28 June 2007. Section of Labor, Employment Standards Administration, Wage and Hr Division. Federal Annals, Vol. 72, No. 124. [1]
89. ^ Galinsky, E., Bond, J., Sakai, K., Kim, S., Giuntoli, Northward. 2008. National study of employers. New York, NY: Families and Work Plant. [2]
90. ^ Gregg, P.Eastward., Washbrook et al. 2005. "The Effects of a Mother's Return to Work Determination on Child Development in the UK." The Economical Journal. 115(501):F48-F80.
91. ^ Berger, 50.Yard., Loma, et al. 2005. "Maternity Leave, Early Maternal Employment and Kid Wellness Development in the US." The Economic Journal. 115(501):F29-F47.
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93. ^ east.g. D Paquette, 'The enormous ambition of Hillary Clinton's child-intendance plan' (May 12, 2016) The Washington Post
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External links [edit]

• Family and Medical Exit Act of 1993 29 U.Due south. Code Chapter 28
• Department of Labor Family & Medical Leave information pages
• Senate roll call vote
• House roll call vote
• Nevada Dept. of Homo Resources v. Hibbs
• Your Rights Under the Federal Family unit and Medical Leave Act (FMLA)
• A Kid's Wish at IMDb – A fabricated-for-Tv film nearly 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

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