Why Was the Family and Medical Leave Act of 1993 Created

US labor law

Family and Medical Leave Act of 1993

Long title	An Human activity to grant family and temporary medical exit under sure circumstances.
Acronyms (colloquial)	FMLA
Enacted past	the 103rd United States Congress
Citations
Public law	Pub.L. 103–iii
Statutes at Large	107 Stat. half-dozen
Codification
Titles amended	29 USC: Labor
U.s.C. sections created	29 United statesC. sec. 2601
Legislative history
Introduced in the House as H.R. 1 by William D. Ford (D-MI) on January 5, 1993 Commission consideration by House Instruction and Labor, House Post Office and Ceremonious Service Passed the Business firm on February iii, 1993 (265–163) Passed the Senate on February 4, 1993 (71–27) with amendment Business firm agreed to Senate amendment on Feb 4, 1993 (Via H.Res. 71, 247–152) Signed into law by President Nib Clinton on February 5, 1993
Major amendments
No Child Left Behind Act

The Family unit and Medical Leave Act of 1993 (FMLA) is a United states of america labor law requiring covered employers to provide employees with chore-protected, unpaid leave for qualified medical and family reasons.^[1] The FMLA was a major part of President Bill Clinton'southward get-go-term domestic agenda, and he signed it into police on Feb 5, 1993. The FMLA is administered by the Wage and Hour Division of the United States Department of Labor.

The FMLA allows eligible employees to accept up to 12 work weeks of unpaid exit during whatever 12-month period to care for a new child, treat a seriously ill family fellow member, or recover from a serious illness. 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 law or face certain limitations. In order to be eligible for FMLA leave, an employee must have worked for the employer for at least 12 months, take worked at least one,250 hours over the past 12 months, and work for an employer with at least 50 employees inside 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 exit act had been vetoed twice by President George H. West. Bush.^[two] After Bill Clinton won the 1992 ballot, a constabulary protecting family unit medical get out became one of his major commencement-term domestic priorities. Rapid growth in the workforce, including a large number of women joining, suggested a necessary federal regulation that would back up the working class who desired to raise a family and/or required time off for illness related situations.^[3] President Clinton signed the bill into law on February 5, 1993 (Pub.Fifty. 103–3; 29 U.S.C. sec. 2601; 29 CFR 825) to take effect on August 5, 1993.

The Usa Congress passed the Act with the understanding that "it is important for the evolution of children and the family unit unit that fathers and mothers be able to participate in early childrearing … [and] the lack of employment policies to suit working parents can strength individuals to choose betwixt chore security and parenting".^[4] It also stressed the Act was intended to provide go out protection for individuals "in a manner that accommodates the legitimate interests of employers".^[v]

On December 20, 2019, as function of the National Defense Say-so Human action (NDAA) for Fiscal Twelvemonth 2020,^[six] the Federal Employee Paid Leave Human activity (FEPLA) amended the Family and Medical Leave Act (FMLA) to grant federal authorities employees up to 12 weeks of paid fourth dimension off for the birth, adoption or foster of a new child.^[vii] The law applies to births or placements occurring on or after October 1, 2020.^[8]

Contents [edit]

Scope of rights [edit]

The Family unit and Medical Leave Deed of 1993 generally applies to employers of 50 or more than employees in 20 weeks of the final year. Employees must have worked over 12 months and 1250 hours in the last year (around 25 hours a week). However, 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 land, local, and federal employers. The l employee threshold does non apply to public bureau employees and local educational agencies. There are special hours rules for certain airline employees.^[xi]

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 be bundled "so equally not to disrupt disproportionately the operations of the employer" according to medical communication.^[xiii]

Along with the 30 day detect, at that place are also other requirements to be made when seeking the FMLA rights. If an employee wants to leave the kickoff time using ones FMLA rights, the person must first merits the Family unit and Medical Leave Act.^[14] In the example that an employee were to leave again nether the FMLA deed, the same process must proceed.^[fifteen]

With the release of employees, in that location is a certification as well. The absence of an employee due to the conditions he or she may accept may require a certification as proof of the verification of absence.^[fifteen] In guild to certify the exit of an employee, the employer may inquire for other requirements. An example of these requirements are requiring multiple medical opinions. All of these prerequisites are at the employer'southward expense. In that location are also certain rules that may apply to those who piece of work at local didactics agencies.^[15]

In most of the United States employers and employees cannot refuse the application of the FMLA to FMLA-qualifying absences.^[xvi] However from Escriba five. Foster Poultry Farms, Inc., 743 F.3d 1236, 1244 (9th Cir. 2014) in those states under the jurisdiction of the Ninth Excursion "[A]due north employee can affirmatively decline to use FMLA leave, even if the underlying reason for seeking the leave would accept invoked FMLA protection."^[17]

Rights during go out [edit]

Employees tin have upwards to 12 weeks of unpaid leave for kid birth, adoption, to care for a close relative in poor health, or because of an employee'due south ain poor health.^[18] In total, the purposes for exit are:

• to intendance for a new child, whether for the birth, the adoption, or placement of a child in foster care;
• to care for a seriously ill family member (spouse, son, daughter, or parent) (Note: Son/daughter has been clarified by the Department of Labor to hateful a kid under the age of xviii or a kid over the age of 18 with a mental or physical inability as defined by the Americans With Disabilities Act, which excludes, among other conditions, pregnancy and post-partum recovery from childbirth);^[19]
• to recover from a worker'south own serious illness;
• to treat an injured service member in the family; or
• to accost qualifying exigencies arising out of a family member'due south deployment.
• xx-6 workweeks of go out during a single 12-calendar month menstruation to intendance for a covered servicemember with a serious injury or disease if the eligible employee is the servicemember's spouse, son, girl, parent, or adjacent of kin (military caregiver go out).^[20]

Kid care leave should be taken in one lump, unless an employer agrees otherwise.^[21] If a begetter and mother accept the same employer, they must share their go out, in issue halving each person'southward rights, if the employer so chooses.^[22]

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

Since 2008, the Section of Labor has allowed the spouse, child, or parent of an active duty military member who is deployed overseas for 12 or more months to have upwardly to 12 weeks of leave. Also, a military caregiver provision was added that would allow a caregiver to have up to 26 weeks of leave in order to actively treat a military member who requires medical attention for acute or ongoing weather condition.^[24]

Substitute go out [edit]

Under §2612(two)(A) an employer can make an employee substitute the right to 12 unpaid weeks of get out for "accrued paid vacation leave, personal get out or family unit leave" in an employer'southward personnel policy. Originally the Department of Labor had a penalization to brand employers notify employees that this might happen. Notwithstanding, 5 judges in the U.s.a. Supreme Court in Ragsdale 5 Wolverine Globe Wide, Inc held that the statute precluded the right of the Department of Labor to practise then. Iv dissenting judges would take held that zilch prevented the rule, and it was the Department of Labor's job to enforce the law.^[25]

Right to render to task [edit]

After unpaid go out, an employee mostly has the correct to return to their job, except for employees who are in the meridian ten% 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 total, the rights during and afterward unpaid leave are to:

• the aforementioned group health insurance benefits, including employer contributions to premiums, that would be if the employee were not on leave.
• restoration to the same position upon render to piece of work. If the same position is unavailable, the employer must provide the worker with a position that is substantially equal in pay, benefits, and responsibleness.
• protection of employee benefits while on exit. An employee is entitled to reinstatement of all benefits to which the employee was entitled before going on get out.
• 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 Deed.
• intermittent FMLA leave for their own serious health condition, or the serious wellness condition of a family fellow member. This includes occasional leave for doctors' appointments for a chronic condition, handling (e.g., physical therapy, psychological counseling, chemotherapy), or temporary periods of incapacity (e.g., astringent morning time sickness, asthma attack).^[27]

"Highly compensated employees" have limited rights to return to their jobs. They are defined as "a salaried eligible employee who is among the highest paid 10 percent of the employees employed by the employer within 75 miles of the facility at which the employee is employed".^[28] Their employers are non 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 preclude substantial and grievous economic injury to the operations of the employer" ^[28] and the employer provides the worker with notice of this determination, though no fourth dimension frame for providing this notice is established.

Enforcement [edit]

Employees or the Secretary of Labor can bring enforcement actions,^[29] merely there is no right to a jury for reinstatement claims. Employees can seek damages for lost wages and benefits, or the toll of child intendance, plus an equal amount of liquidated damages unless an employer tin show it acted in good religion and reasonable cause to believe it was not breaking the police force.^[30] There is a 2-year limit on bringing claims, or three years for willful violations.^[31]

Non-eligible workers and types of leave [edit]

The federal FMLA does not apply to:

• workers in businesses with fewer than l employees (this threshold does not apply to public agency employers and local educational agencies equally they are covered employers past name but there still must exist at least 50 employees with a 75-mile radius for the employee to be eligible for FMLA leave^[15]);
• part-time workers who accept worked fewer than ane,250 hours within the 12 months preceding the go out and a paid vacation;
• workers who need fourth dimension off to intendance for seriously ill elderly relatives (other than parents), unless the relative was acting in loco parentis at the time the worker turned 18;^{[32] [33]}
• workers who need fourth dimension off to recover from short-term or mutual disease 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 care, such every bit bank check-ups.
• workers who need time off to care for pets;

Land family go out [edit]

9 states—California, Colorado, Connecticut, Massachusetts, New Jersey, New York, Oregon, Rhode Island, and Washington State—and Washington D.C. have passed into constabulary programs that provide pay to workers taking fourth dimension off to bond with a new child, care for a seriously ill loved one, or recover from one'due south ain serious health status.^[34]

Dropping the employer threshold [edit]

The federal FMLA simply applies to employers with 50 or more employees, within 75 miles. Some states have enacted their own FMLAs that have a lower threshold for employer coverage:

• Maine: 15 or more employees (private employers)^[35] and 25 or more than (city or town employers).^[36]
• Maryland: fifteen or more than employees (individual employers)Up to vii days for bone marrow donation. Upwardly to 30 days for organ donation.^{[37] [38]}
• Minnesota: 21 or more employees (parental go out only).^[39]
• Oregon: 25 or more employees. An employee must have worked at to the lowest degree 180 days, and averaged 25 hours per week at the time medical leave is requested^{[40] [41]}
• Rhode Isle: fifty or more employees (private employers)^[42] and 30 or more than employees (public employers).^[43]
• Vermont: x or more than employees (parental leave merely)^[44] and 15 or more employees (family and medical leave).^[45]
• Washington: 50 or more employees (FMLA reasons as well insured parental leave);^[46] all employers are required to provide insured parental get out.^{[47] [48]}
• District of Columbia: 20 or more employees.^[49]

Expanded coverage [edit]

The federal FMLA but applies to firsthand family—parent, spouse, and child. The 2008 amendments to the FMLA for military family unit members extend the FMLA's protection to next of kin and to adult children. The Department of Labor on June 22, 2010 clarified the definition of "son and girl" under the FMLA "to ensure that an employee who assumes the role of caring for a child receives parental rights to family get out regardless of the legal or biological relationship" and specifying that "an employee who intends to share in the parenting of a child with their aforementioned sex activity partner volition be able to exercise the right to FMLA leave to bond with that child."^[50]

In February 2015, the Section of Labor issued its final rule alteration the definition of spouse under the FMLA in response to the decision in The states five. Windsor, effective March 27, 2015.^[51] The revised definition of "spouse" extends FMLA leave rights and task protections to eligible employees in a same-sex union or a common-law union entered into in a country where those statuses are legally recognized, regardless of the land in which the employee works or resides.^[52] Even if an employee works where same-sex or common police marriage is not recognized, that employee's spouse triggers FMLA coverage if the employee married in a state that recognized same-sexual activity union or mutual law matrimony.^[53] Some states had already expanded the definition of family unit in their own FMLAs:

• California: Domestic partner and domestic partner's child.^[54]
• Connecticut: Civil union partner,^[55] parent-in-law.^[56]
• Hawaii: Grandparent, parent-in-constabulary, grandparent-in-police^[57] or an employee's reciprocal casher.^[58]
• Maine: Domestic partner and domestic partner'southward child,^[59] siblings.^[lx]
• Maryland: Allows the employee to utilise time for immediate family under the same rules if taking it for themselves. Includes pace, adopted and fifty-fifty people who were principal caregivers even if not related.^[61]
• New Bailiwick of jersey: Civil spousal relationship partner and child of civil wedlock partner,^[62] parent-in-police, pace parent.^[63]
• Oregon: Domestic partner,^[64] grandparent, grandchild or parent-in-police force.^[65]
• Rhode Isle: Domestic partners of state employees, parent-in-law.^[66]
• Vermont: Civil union partner,^[67] parent-in-law.^[68]
• Wisconsin: Parent-in-law.^[69]
• District of Columbia: Related to the worker by blood, legal custody, or marriage; person with whom the employee lives and has a committed 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'due south serious wellness condition, the serious health condition of a family unit member, or upon the inflow of a new kid. State FMLA laws and the new military family unit provisions of the FMLA have broadened these categories:

• Connecticut: Organ or bone marrow donor.^[71]
• Maine: Organ donor;^[72] death of employee'southward family unit member if that family unit member is a servicemember killed while on active duty.^[73]
• Maryland: Maryland Family Go out Human activity (MFLA) – Organ donor, Person Standing in Loco Parentis, For Service Leave, and added a specific anti-retaliation punishment on top of FMLA recovery. Runs parallel to FMLA.
• Oregon: Intendance for the not-serious injury or illness of a kid requiring dwelling house intendance.^[74]

[edit]

Several states have passed FMLA-type statutes to give parents unpaid go out for other related purposes, including:

• Attending child's school or educational activities. Examples include California,^[75] District of Columbia,^[76] Massachusetts,^[77] Minnesota,^[78] Rhode Island,^[79] Vermont,^[80] and others.
• Taking family unit 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 institute that "merely about 60% of private 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, but 46% of private sector workers are eligible for get out under the FMLA. In June 2007, the Department of Labor estimated that of 141.7 million workers in the United States, 94.iv million worked at FMLA-covered worksites, and 76.ane 1000000 were eligible for FMLA leave. Just eight to 17.1 percent of covered, eligible workers (or betwixt 6.1 meg and 13.0 1000000 workers) took FMLA leave in 2005.^[88] The 2008 National Survey of Employers found no statistically meaning difference between the proportion of minor employers (79%) and big employers (82%) that offer full FMLA coverage.^[89]

Although much of the inquiry has been conducted on populations in other countries,^[90] Berger et al.^[91] plant that children in the Us whose mothers return to work within the offset 3 months after giving birth are less likely to be breastfed, accept all of their immunizations upward to date (by eighteen months), and receive all of their regular medical checkups; they are besides more likely to exhibit behavioral problems by four years of age. Chatterji and Markowitz ^[92] besides constitute an clan betwixt longer lengths of maternity leave and lesser incidence of depression amid mothers.

Despite the lack of rights to exit, there is no right to free child intendance or day intendance. This has encouraged several proposals to create a public organization of free child care, 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 bear upon on the business community, and on whether the law should be gender neutral or non.^[94] In lodge to make the police force more acceptable, it was argued that the law would reduce abortions.^[95] Proponents of the law focused on its benefit to men and children, in order to counter the claim that it was giving women "special treatment".^[96] Other controversies focused on whether the leave should exist paid or not.^[97]

The police force was finally canonical, mandating unpaid gender-neutral leave; nevertheless it was all the same criticized. Critics of the act have suggested that by mandating various forms of leave that are used more often by female than male employees, the Act, like the Pregnancy Discrimination Act of 1978, makes women more expensive to employ than men. They argue that employers will engage in subtle discrimination against women in the hiring process, discrimination which is much less obvious to observe than pregnancy discrimination against the already hired. Throughout history, gender discrimination towards women was common; certain laws were placed that would restrict a woman'south option in choosing a working position, besides as, how many hours she could work^[98] ei. Employers Supporters counter that the human activity, in contrast to the Pregnancy Discrimination Act of 1978, is aimed at both women and men, and is role of an overall strategy to encourage both men and women to take family unit-related leave.^[99] However, this is based on the assumption that men will accept reward of the opportunity of unpaid leave at comparable rates to women. According to Grossman, in that location is no basis for this assumption upon the inception of the legislation and no prove has been found today to support this assumption. Therefore, the employer incentive to prefer male employees is preserved despite the equal opportunity for both sexes to take get out.^[100]

Moreover, the FMLA is much less comprehensive than Western European leave policies. Namely, the U.s. is the only industrialized country without paid leave for parents. This illustrates the lack of provisions offered in the Usa as compared to that of other industrialized countries. For instance, all Western European nations have 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 Deed. For instance, any woman-specific benefits provided by the legislation were considered special treatment and thus unacceptable, and ignoring the idea that women may have a greater share of burden of caregiving in reality. In retort, supporters may argue that creating such legislation that recognizes the female's greater role in kid care, stereotype would exist reinforced.^[102]

The success of the implementation of the policy is also controversial because it is questioned whether the policy is really going to those who need the benefits. For example, since the get out offered is unpaid, majorities of eligible employees can not have time off considering they can non afford to practise and then.^[103] And co-ordinate to Pyle and Pelletier, eligible workers may non fifty-fifty know most this policy and the benefits allotted to them.^[102]

Under law, women are protected from sex discrimination in the workplace but a large stigma confronting women still exists in terms of them being equally skilled as their male person co-workers, and ultimately testing the federal protection of rights in a piece of work surroundings.^[104] Similar any other federal regulation, information technology is strictly prohibited for an employer to discriminate towards an employee (peculiarly 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 after asking for a few weeks of time off to care for a daughter with cancer, was on phase with President Clinton when the law was signed.^[106]

Run into also [edit]

• United States labor law
• Cleveland Board of Didactics v. LaFleur (1974)

Notes [edit]

1. ^ Bruce, Stephen. "Family unit and Medical Leave Act". HR Daily Advisor . Retrieved xx September 2011.
2. ^ Wilentz, Sean (2008). The Historic period of Reagan . HarperCollins. pp. 327–328. ISBN978-0-06-074480-9.
3. ^ "William J. Clinton: Argument on Signing the Family and Medical Leave Act of 1993". www.presidency.ucsb.edu . Retrieved 2017-03-29 .
4. ^ Congress. 1993. Family and Medical Leave Human activity of 1993. Washington, D.C. pH.R.one–2 quoted
5. ^ Congress. 1993. Family and Medical Go out Act of 1993. Washington, D.C. pH.R.1–2 quoted.
6. ^ S. 1790; NDAA 2020, Pub.L. 116-92, Pub.L. 116–92 (text) (PDF)
7. ^ 5 USC § 6382(d)(ii)
8. ^ Office of Personnel Management, MEMORANDUM FOR: HEADS OF EXECUTIVE DEPARTMENTS AND AGENCIES on Dec 27, 2019
9. ^ California, New Jersey, Rhode Isle and New York
10. ^ 29 USC §2611(2)
11. ^ "Family and Medical Go out Act Airline Flight Crew Technical Amendments".
12. ^ 29 USC §2612(due east)
13. ^ 29 USC §2612(eastward)(2)
14. ^ "Family unit and Medical Get out for Federal Employees". U.Southward. Function of Personnel Management . Retrieved 2019-07-03 .
15. ^ ^{a b c d} "Fact Sail #28: The Family and Medical Leave Act" (PDF). U.South. 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/2014/02/25/11-17608.pdf
18. ^ 29 USC §2512(a)(2) and on adoption, come across Kelley 5 Crosfield Catalysts 135 F2d 1202 (seventh Circuit 1998) The same rules for federal employees were codified in 5 USC §§6381–6387.
19. ^ "DoL Opinion".
20. ^ "Family and Medical Exit Act – Wage and Hour Sectionalization (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 go out 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 compensate costs.
24. ^ "Armed forces Family Go out Provisions of the FMLA - Wage and 60 minutes Partitioning (WHD) - U.S. Department of Labor". world wide web.dol.gov . Retrieved 2017-03-29 .
25. ^ 535 US 81 (2002)
26. ^ 29 USC §2614(b). Under 29 USC §2612(b)(2) employers may transfer employees to another position with similar pay and benefits if wellness absences could be intermittent. Nether §2618 special rules apply for employees of local educational agencies.
27. ^ Vedder Toll (Jan 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.i–viii quoted.
29. ^ 29 USC §2617, and come across Frizzell v Southwest Motor Freight, 154 F3d 641 (sixth Circuit 1998)
30. ^ 29 USC §2617(a)(1)(A)(iii)
31. ^ Encounter Moore v Payless Shoe Source (8th Circuit 1998)
32. ^ 29 U.s.a.C. § 2611
33. ^ Coutard five. Municipal Credit Union 2017 WL 526060 (2nd Cir. Feb. nine, 2017)
34. ^ "Comparative Chart of Paid Family unit and Medical Exit Laws in the United States". A Better Residuum . Retrieved 2022-03-03 .
35. ^ 26 Me. Rev. Stat. Ann. tit. 26 § *843 (3)(A)
36. ^ 26 Me. Rev. Stat. Ann. tit. 26 § 843 (3)(C)
37. ^ Family AND MEDICAL Go out 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. 3)
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 § 28-48-1(three)(iii)
44. ^ 23 VSA § 471(iv)
45. ^ 23 VSA § 471(3)
46. ^ RCW § 49.78.020(5)
47. ^ RCW § 49.86.010 (6)(a)
48. ^ RCW § l.l.080(1)
49. ^ D.C. Code § 32-516(ii)
50. ^ "United states of america Section of Labor clarifies FMLA definition of 'son and girl'". U.S. Department of Labor. 2010-06-22. Archived from the original on 2010-06-26. Retrieved 2010-07-fourteen . News Release Number: x-0877-NAT
51. ^ Forman, Shira (27 February 2015). "DOL Issues Final Rule Amending FMLA Definition of "Spouse" to Include Same-Sex Marriages". Sheppard Mullin Richter & Hampton LLP. Retrieved 28 Feb 2015.
52. ^ Trotier, Geoffrey South. (24 February 2015). "FMLA "Spouse" Definition Now Includes Same-Sex Spouses and Common-Law Spouses". The National Law Review. von Briesen & Roper, s.c. Retrieved 28 Feb 2015.
53. ^ Gozdecki, Jeanine M. (25 Feb 2015). "FMLA Final Rule: "Spouse" Means Same-Sexual activity Spouse (Even in Alabama)". The National Police Review. Barnes & Thornburg LLP. Retrieved 28 February 2015.
54. ^ Cal. Fam. Code § 297.v
55. ^ Conn. Gen. Stat. § 46b-38nn
56. ^ Conn. Gen. Stat. § 31-51kk (vii)
57. ^ Haw. Rev. Stat. § 398.1
58. ^ Haw. Rev. Stat. § 398.iii
59. ^ 26 ME. Rev. Stat. Ann. § 843 (four)(D)
60. ^ LD 2132
61. ^ "SENATE BILL 562" (PDF). February five, 2009. Retrieved 2014-08-06 .
62. ^ N.J. Stat. Ann. § 37:1-31
63. ^ N.J. Stat Ann. § 34-11B(iii)(h)
64. ^ HB 2007
65. ^ OR. Rev. Stat. § 659A.150 (4)
66. ^ R.I. Pub. Laws § 24-48-1(v)
67. ^ 23 VSA § 1204(a)
68. ^ 23 VSA § 471(3)(B)
69. ^ Wis. Stat. §103.10(1)(f)
70. ^ D.C. Lawmaking 32-501(A), (B), (C)
71. ^ Conn. Gen. Stat. § 31-51ll (2)(East)
72. ^ 26 ME. Rev. Stat. Ann. § 843 (iv)(Due east)
73. ^ 26 ME. Rev. Stat. Ann. § 843 (4)(F)
74. ^ OR. Rev. Stat. § 659A.159 (d)
75. ^ Cal. Lab. Code § 230.eight
76. ^ D.C. Lawmaking 32-1202
77. ^ Mass. Gen. Laws. Ch. 149 § 52(D)(b)(ane)
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)&(three)
82. ^ 23 VSA § 472a (a)(2)
83. ^ Colo. Rev. Stat. § 24-34-402.vii
84. ^ FLA. STAT. § 741.313
85. ^ Haw. Rev. Stat. § 378-72
86. ^ 820 Ill. Comp. Stat. 180/1-180/45
87. ^ Han, Westward.-J. and Waldfogel, J. 2003. "Parental Leave: The Affect of Recent Legislation on Parents' Get out-Taking." Demography. 40(ane):191–200. p191 quoted.
88. ^ "Family and Medical Leave Act Regulations: A Report on the Department of Labor's Asking for Information." 28 June 2007. Department of Labor, Employment Standards Administration, Wage and Hour Segmentation. Federal Register, Vol. 72, No. 124. [1]
89. ^ Galinsky, E., Bond, J., Sakai, K., Kim, S., Giuntoli, N. 2008. National study of employers. New York, NY: Families and Work Institute. [two]
90. ^ Gregg, P.E., Washbrook et al. 2005. "The Effects of a Female parent's Return to Work Decision on Child Evolution in the UK." The Economic Journal. 115(501):F48-F80.
91. ^ Berger, L.M., Colina, et al. 2005. "Maternity Leave, Early on Maternal Employment and Kid Health Development in the US." The Economic Journal. 115(501):F29-F47.
92. ^ Chatterji, P. and Markowitz, S. 2005. "Does the Length of Maternity Leave Bear upon Mental Health." Southern Economic Journal. 72(one):16–41.
93. ^ e.thousand. D Paquette, 'The enormous appetite of Hillary Clinton's child-care plan' (May 12, 2016) The Washington Post
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External links [edit]

• Family and Medical Leave Deed of 1993 29 U.S. Code Affiliate 28
• Department of Labor Family & Medical Get out information pages
• Senate curlicue call vote
• Firm ringlet phone call vote
• Nevada Dept. of Human Resources v. Hibbs
• Your Rights Under the Federal Family unit and Medical Get out Act (FMLA)
• A Child's Wish at IMDb – A made-for-TV pic about 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://world wide web.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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