Sentences with phrase «federal family medical leave»

2) The federal Family Medical Leave Act law protects people who want to take time off to attend to the medical needs of family members.

Published on August 28th, 2010 by Alan Sklover Under the Federal Family Medical Leave Act («FMLA»), while most people are entitled to take a leave of absence for up to 12 weeks care for themselves or a family member who is ill, a spouse, child, parent or next of kin of a member of the U.S.. MORE

New parents in these groups were expected to use the 12 weeks of unpaid leave mandated by the federal Family Medical Leave Act.

Not exact matches

She'd also use federal dollars to fund a national paid family and medical leave program, which would give every worker some portion of their paycheck for up to 12 weeks.

Federal law does not require paid family and medical leave, and only 18 percent of U.S. businesses offer paid family leave, according to the HR professional organization Society for Human Resource Management's 2016 Employee Benefits Survey.

The case against Rand, filed in a Virginia federal court, alleged retaliation under the Family Medical Leave Act and the Americans With Disabilities Act.

Current federal protections through the Family and Medical Leave Act (FMLA) allow eligible employees to take up to 12 weeks of leave without pay — which can come a major cost to famiLeave Act (FMLA) allow eligible employees to take up to 12 weeks of leave without pay — which can come a major cost to famileave without pay — which can come a major cost to families.

Companies with fewer than 50 employees are not likely to be subject to federal laws that govern how employers handle leave for family and medical reasons, bereavement, military leave, jury duty, court cases and voting.

For reference: The FMLA (Federal Family and Medical Leave Act) guarantees 12 weeks of unpaid leave to care for a newborn if you've worked for your employer for at least 1,250 hours before you need the benLeave Act) guarantees 12 weeks of unpaid leave to care for a newborn if you've worked for your employer for at least 1,250 hours before you need the benleave to care for a newborn if you've worked for your employer for at least 1,250 hours before you need the benefit.

According to FMLA, the federal law concerning family and medical leave, a parent may take 12 weeks out of a 12 month calendar to care for a newborn baby.

The federal Family and Medical Leave Act (FMLA) covers about half of American workers and guarantees 12 weeks of unpaid paternity lLeave Act (FMLA) covers about half of American workers and guarantees 12 weeks of unpaid paternity leaveleave.

Though the federal Family and Medical Leave Act provides for unpaid leave for certain workers, only about half the workforce is guaranteed leave for a new child under theLeave Act provides for unpaid leave for certain workers, only about half the workforce is guaranteed leave for a new child under theleave for certain workers, only about half the workforce is guaranteed leave for a new child under theleave for a new child under the law.

To make it easier for parents to bond with their new children, the federal Family and Medical Leave Act allows for twelve weeks of unpaid leave for certain workers when a child is born or adoLeave Act allows for twelve weeks of unpaid leave for certain workers when a child is born or adoleave for certain workers when a child is born or adopted.

Well, the National Organization for Women lobbied for the Family and Medical Insurance Leave Act, a federal bill that would have provided paid leave to new moms and Leave Act, a federal bill that would have provided paid leave to new moms and leave to new moms and dads.

«We hear from members who say, «If there's going to be a paid leave mandate, the more it looks like the provisions of (the federal Family and Medical Leave Act), the less concerns that we have because we know how to deal with leave mandate, the more it looks like the provisions of (the federal Family and Medical Leave Act), the less concerns that we have because we know how to deal with Leave Act), the less concerns that we have because we know how to deal with that.

The federal Family and Medical Leave Act (FMLA) provides 12 weeks of unpaid leave, and exempts employers with less than 50 emploLeave Act (FMLA) provides 12 weeks of unpaid leave, and exempts employers with less than 50 emploleave, and exempts employers with less than 50 employees.

U.S. Senator Kirsten Gillibrand and Albany Mayor Kathy Sheehan Friday announced federal legislation that would create paid family and medical leave.

New York U.S. Senator Kirsten Gillibrand was in Plattsburgh this morning to continue to push her federal legislation to create a national paid family and medical leave insurance program.

Sen. Kirsten Gillibrand is proposing new federal legislation that would create paid family and medical leave.

THIS was also the approach taken in New Jersey by Bill Baroni, a man of great presence and eloquence who stopped outside the federal courthouse to note that he had taken risks as a Republican by bucking his party to support paid family leave, medical marijuana and marriage equality.

What's more, grad students and postdocs may not qualify for coverage under the federal Family and Medical Leave Act.

And it says that some teachers were docked for absences that should have been protected under the federal Family and Medical Leave Act.

All employees should have access to a minimum standard of at least seven paid sickdays per year, and most teachers are covered by the federal Family and Medical Leave Act, which provides up to 12 weeks of job - protected leave to care for a new child, a seriously ill family member, or to recover from one's own serious ilFamily and Medical Leave Act, which provides up to 12 weeks of job - protected leave to care for a new child, a seriously ill family member, or to recover from one's own serious illLeave Act, which provides up to 12 weeks of job - protected leave to care for a new child, a seriously ill family member, or to recover from one's own serious illleave to care for a new child, a seriously ill family member, or to recover from one's own serious ilfamily member, or to recover from one's own serious illness.

Mr. Lopez has defended numerous school districts, charter schools, other governmental entities and private employers from claims under state and federal constitutional claims, Title VII, the Age Discrimination in Employment Act, the Family Medical Leave Act, the Americans with Disabilities Act, the Texas Commission on Human Rights Act, workers» compensation retaliation, the Texas Whistleblower Act and state law tort claims.

The Family Medical Leave Act (FMLA) is a federal return to work law, which provides unpaid job security for up to twelve weeks.

An employee who takes Family Medical Leave is also eligible to apply for up to six weeks of Compassionate Care Benefits under the Federal Employment Insurance (EI) Act.

We provide services to our clients regarding Federal, New Jersey and New York statutes, including: Family and Medical Leave Act, the Fair Labor Standards Act, Americans with Disabilities Act, Worker Adjustment and Retraining Notification Act, National Labor Relations Act, Title VII of the Civil Rights Act of 1964, Age Discrimination in Employment Act, Occupational Safety and Health Act, New Jersey Law Against Discrimination, Conscientious Employee Protection Act, New Jersey Family Leave Act, Civil Rights, ERISA, and Wage and Hour Law.

As part of her practice in employment and labor, civil rights, and directors and officers (D&O) liability, Tina has successfully represented many clients in claims brought under federal, state, and local laws governing fair - employment practices, including Title VII, the Americans with Disabilities Act (ADA), Age Discrimination in Employment Act (ADEA), Family and Medical Leave Act (FMLA), employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and defamation.

Gerald A. Golden has advised employers for over 35 years on compliance with federal and state employment laws such as the National Labor Relations Act, Family and Medical Leave Act, the Americans with Disabilities Act, the anti-discrimination and wage - hour laws.

He has assisted clients in the private and public sectors with a broad range of employment matters, including issues arising out of the American With Disabilities Act, the Family Medical Leave Act, the Fair Labor Standards Act and other federal and state statutes.

The State and Federal Employment disputes handled by Whittel & Melton include FLSA (fair labor standards act), Wage and Overtime disputes, Minimum Wage Violations, Discrimination (age, sex, disability, pregnancy, national origin, race), Retaliation claims including FMLA (family medical leave act), workers compensation and sexual harassment in the workplace, Whistleblower protection, qui tam and other civil rights pursuits.

On other issues: Both Democrats support the federal Employment Non-Discrimination Act (ENDA), hate crimes legislation, coverage for domestic partners under the Family and Medical Leave Act, equal treatment of gay couples under tax laws, and repeal of the military's «Don't Ask, Don't Tell» policy.

Our employment practice has provided counsel to individuals and businesses in areas ranging from the Americans with Disabilities Act, the Federal Civil Rights Act and the Family Medical Leave Act, as well as a variety of training, contract and employment policy issues.

A large portion of Steve's practice involves advising employers on issues involving the Fair Labor Standards Act, the Family and Medical Leave Act, the Americans With Disabilities Act, and other state and federal employment statutes that affect the employment relationship on a daily basis.

Mr. Mazaheri is academically and professionally involved with the Federal Labor Legislative Committee of the America Bar Association Labor & Employment Law Section, where he has given time as a contributing author to Mid-Winter reports for the subcommittees of the Fair Labor Standards Act (FLSA), Family Medical Leave Act (FMLA), Age Discrimination in Employment Act (ADEA) and the Uniform Services Employment & Reemployment Rights Act (USERRA), as well as actively participating with the National Employment Lawyers Association (NELA).

An employee who takes Family Medical Leave is also eligible to apply for up to 6 weeks of Compassionate Care Benefits under the Federal Employment Insurance Act.

The Family Medical Leave Act (FMLA) is a federal statute designed to protect employees from discrimination or retaliation if they are forced to leave work due to a medical condition or to care for a close family mFamily Medical Leave Act (FMLA) is a federal statute designed to protect employees from discrimination or retaliation if they are forced to leave work due to a medical condition or to care for a close family Medical Leave Act (FMLA) is a federal statute designed to protect employees from discrimination or retaliation if they are forced to leave work due to a medical condition or to care for a close family meLeave Act (FMLA) is a federal statute designed to protect employees from discrimination or retaliation if they are forced to leave work due to a medical condition or to care for a close family meleave work due to a medical condition or to care for a close family medical condition or to care for a close family mfamily member.

A significant portion of Nicole's practice involves advising employers on issues involving the Fair Labor Standards Act, the Family and Medical Leave Act, the Americans With Disabilities Act, and other state and federal employment statutes that affect the employment relationship on a daily basis.

For example, the Oregon Family Leave Act provides employees with more time off and for a broader range of reasons than is mandated under the federal Family and Medical Leave Act.

The laws pertaining to employer / employee relationships can be found in many different types of federal legislation, including the Family and Medical Leave Act, Americans with Disability Act, Age Discrimination in Employment Act, Fair Labor Standards Act, Employee Retirement Income Security Act, California Fair Employment and Housing Act, Occupational Safety and Health Act and the Civil Rights Act.

Our Employment Litigation group represents its institutional clients in state and federal courts in matters involving the Family and Medical Leave Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act, the Fair Labor Standards Act, Title VI, Title VII, the Human Rights Law, and the New York State Civil Service Law.

Under federal law, employees who have worked for 12 consecutive months with an employer who has at least 50 employees, may be entitled to up to 12 weeks unpaid family medical leave under the Family Medical Leave Act (family medical leave under the Family Medical Leave Act medical leave under the Family Medical Leave Act (Fleave under the Family Medical Leave Act (Family Medical Leave Act Medical Leave Act (FLeave Act (FMLA).

Under the federal Family and Medical Leave Act of 1993 (FMLA), many employees are entitled to unpaid leave when they need it for their own health problems, to care for a family member with a health problem, because of the birth or adoption of a new child, or because of certain events related to the military service of a family mFamily and Medical Leave Act of 1993 (FMLA), many employees are entitled to unpaid leave when they need it for their own health problems, to care for a family member with a health problem, because of the birth or adoption of a new child, or because of certain events related to the military service of a family meLeave Act of 1993 (FMLA), many employees are entitled to unpaid leave when they need it for their own health problems, to care for a family member with a health problem, because of the birth or adoption of a new child, or because of certain events related to the military service of a family meleave when they need it for their own health problems, to care for a family member with a health problem, because of the birth or adoption of a new child, or because of certain events related to the military service of a family mfamily member with a health problem, because of the birth or adoption of a new child, or because of certain events related to the military service of a family mfamily member.

He has represented employers in all aspects of employment law before state and federal agencies and courts, including wage and hour collective / class actions under the Fair Labor Standards Act (FLSA), Title VII discrimination and sexual harassment, as well as actions under the Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), and state workers compensation laws.

In addition to his labor relations practice, Brennan also has extensive federal and state employment litigation experience involving the Equal Employment Opportunity laws, the Family and Medical Leave Act, Fair Labor Standards Act, and other federal and state employment laws.

Michael represents employers and a broad range of companies and organizations in various business disputes, including trade secret cases; non-compete issues; discrimination, harassment and retaliation; the Fair Labor Standards Act (FLSA); the Family and Medical Leave Act (FMLA); the Worker Adjustment and Retraining Notification Act (WARN); and other federal and state statutes, as well as claims based on breach of contract.

In addition, she regularly counsels and trains employers regarding their obligations under state and federal employment laws, including the Americans with Disabilities Act, the Family and Medical Leave Act, the Age Discrimination in Employment Act, the Fair Labor Standards Act, and the Michigan Elliott - Larsen Civil Rights Act.

Other laws, such as the Social Security Act (including its Medicare and Medicaid provisions), the Family and Medical Leave Act, the Public Health Service Act, Department of Transportation regulations, the Environmental Protection Act and its accompanying regulations, the National Labor Relations Act, the Federal Aviation Administration, and the Federal Highway Administration rules, may also contain provisions that require covered entities or others to use or disclose protected health information for specific purposes.

For example, commenters noted that they must comply with regulations relating to safety, public health, and civil rights, including Medicare and Medicaid, the Americans with Disabilities Act, the Family and Medical Leave Act, the Federal Aviation Administration regulations, the Department of Transportation regulations, the Federal Highway Administration regulations, the Occupational Safety and Health Administration regulations, and the Environmental Protection Agency regulations, and alcohol and drug free workplace rules.

Pritikin appears regularly in state and federal courts, mediation, and arbitration forums and before the Equal Employment Opportunity Commission and the California Department of Fair Employment and Housing, and she handles discrimination and sexual harassment issues arising under Title VII, The Family and Medical Leave Act, The Americans with Disabilities Act, The Age Discrimination in Employment Act, The California Fair Employment and Housing Act.