The Family and Medical Leave Act of 1993
By Lisa Cook Bayer
Sometimes people just can’t do it all. It can be physically and emotionally taxing to be mother, worker AND caregiver. In recognition of this, there are federal and state laws that require certain employers to provide unpaid, and sometimes even paid leave, to eligible employees.
The Family and Medical Leave Act of 1993 (“FMLA”) permits eligible employees (the law does not apply to all employers) to take a total of twelve work weeks of unpaid leave during any 12-month period in order for the employee to care for the employee’s newborn, or newly-placed adoptive or foster child. It also allows the employee to care for him or herself as well as an immediate family member (such as the employee’s spouse, child or parent) who is suffering from a serious health condition. Recently, the FMLA was expanded to permit next of kin to take up to 26 weeks of unpaid leave to care for a member of the armed forces.
New Jersey is the third state in the nation, joining Washington and California, to pass laws requiring covered employers (again, not all employers are required to participate) to provide paid leave to employees when welcoming new children or caring for ill family members. While all three states passed laws, only California and New Jersey have actually begun implementing the program, with New Jersey’s first applicants being able to avail themselves on July 1, 2009. Both California’s and New Jersey’s benefits provide for up six weeks of paid leave and are 100% employee funded through their state’s temporary disability insurance programs.
For more information on whether your employer is covered or whether you as an employee are eligible contact your company’s human resources representative, the United States, or your state’s Department of Labor.
Written by Lisa Bayer, President, Life Management Resources LLC
www.LMReldercare.com
LBayer@LMReldercare.com
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 |
Lisa Cook Bayer, J.D., is President of Life Management Resources, LLC, a private elder care advocacy firm located in northern New Jersey. |
The Family and Medical Leave Act of 1993 (“FMLA”) permits eligible employees (the law does not apply to all employers) to take a total of twelve work weeks of unpaid leave during any 12-month period in order for the employee to care for the employee’s newborn, or newly-placed adoptive or foster child. It also allows the employee to care for him or herself as well as an immediate family member (such as the employee’s spouse, child or parent) who is suffering from a serious health condition. Recently, the FMLA was expanded to permit next of kin to take up to 26 weeks of unpaid leave to care for a member of the armed forces.
New Jersey is the third state in the nation, joining Washington and California, to pass laws requiring covered employers (again, not all employers are required to participate) to provide paid leave to employees when welcoming new children or caring for ill family members. While all three states passed laws, only California and New Jersey have actually begun implementing the program, with New Jersey’s first applicants being able to avail themselves on July 1, 2009. Both California’s and New Jersey’s benefits provide for up six weeks of paid leave and are 100% employee funded through their state’s temporary disability insurance programs.
For more information on whether your employer is covered or whether you as an employee are eligible contact your company’s human resources representative, the United States, or your state’s Department of Labor.
Written by Lisa Bayer, President, Life Management Resources LLC
www.LMReldercare.com
LBayer@LMReldercare.com
Back To Elder Care
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