Women and Reproductive Social Policy

Governmental laws have significant impact on the way we live by helping or hindering people in different ways.
This page is meant to highlight relevant laws, certain key effects they create, and suggest actions in light of the laws.
Here are some laws that may be helpful:

 

Policy Name: Family Medical Leave Act (FMLA)
https://www.dol.gov/agencies/whd/fmla

Summary:
The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave (you cannot be fired or replaced) for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.
1) Twelve workweeks of leave in a 12-month period for:
a) a child’s birth;
b) care of newborn child within 1 year of birth;
c) adoption or foster care within one year of placement;
d) employee’s spouse/child/parent with serious health condition;
e) serious health condition hindering/disabling full performance of job functions;
f) qualifying exigency regarding employee’s spouse, son, daughter, parent covered military member on “covered active duty”.
2) Twenty-six workweeks of leave during a single 12-month period:
a) covered service member with serious injury/illness if the eligible employee is the service member’s spouse, son, daughter, parent, or next of kin (military caregiver leave).

Implications:

  • You’re eligible for FMLA if your employer is: government, public school,  or private business with over 50 employees AND you have worked 1250 hours for them in the last 12 months.
  • People don’t have to worry about losing their job while they tend to family/themselves.
  • Pregnant mothers cannot be fired for taking time off they need to deliver & recover.
  • You won’t be paid for your time off (unless you use vacation time); it just means you’ll still have a job when you’re ready to return to work.

Suggestions:

  1. Get familiar with FMLA requirements using this government poster
    https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/fmlaen.pdf
  2. Check with your employer’s human resources policies or personnel to see if they have a specific form to fill out the claim FMLA. You can use this example form if they don’t have one. https://dhr.idaho.gov/wp-content/uploads/FMLA-LEAVE-REQUEST-FORM_Interactive.pdf  
  3. Discuss your medical situation with doctor (some take care of FMLA application for you)
  4. Provide the required 30-days notice to your employer to prepare for taking time off.