Module 2 Assessment: Legislation Comparison Grid - FMLA Analysis

This document presents a comprehensive legislation comparison grid focused on the Family and Medical Leave Act of 1993 (FMLA). The grid details the bill's name (H.R. 1), description, and whether it is federal. It outlines the legislative intent, which aims to balance work and family responsibilities by providing job-protected, unpaid leave for specific medical and family reasons. The grid also summarizes the proponents and opponents of the bill, highlighting the rights of employees to take leave for various reasons, including childbirth, adoption, and serious health conditions of family members. Furthermore, it addresses the target population, which includes employees of companies with at least 50 employees within a 75-mile radius, and notes that the bill was signed into law on February 5, 1993. The general notes emphasize the FMLA's role in supporting employees and promoting equal employment opportunities.

Legislation Comparison Grid Template
Use this document to complete Part 1 of the Module 2 Assessment Legislation
Comparison Grid and Testimony/Advocacy Statement
Health-related
Bill Name
The bill (H.R. 1) to grant family and temporary medical leave under
specific conditions. (The Family and Medical Leave Act of
1993 (FMLA))
Bill Number H.R.1
Description The Family and Medical Leave Act of 1993 (FMLA) is a United States
labor law that mandates the employers to offer employees with job-
protected and leave without pay for reasonable medical and family
purposes.
Federal or State? Federal
Legislative Intent FMLA is structured to aid employees to maintain their work and family
accountabilities by allowing them to take leave without pay for specific
family and medical grounds. It further strive for the legitimate interests
of employers and endorse equivalent employment opportunities for men
and women.
Proponents/
Opponents
Proponents:
 This bill entitles an employee to FMLA leave for birth and
affection, which expires in 12 months after the birth date. Under
this rule, both the mothers and fathers have the equal right to take
FMLA to leave during the child birth.
 FMLA leave may be taken before the definite settlement or
adoption of a child if such nonattendance from work is necessary
for adoption.
 Further, in case an employee is incapable of performing the
functions of the position he or she is holding in a workplace or
where the health care provider discovers that an employee is
incapable to work at all, or cannot perform any one of the
necessary jobs as an employee, then he or she can be granted
FMLA leaves.
© 2018 Laureate Education Inc. 1
Legislation Comparison
Grid Template

 In another case, where it is necessary for an employee to provide
care for his or her partner, son, daughter, or parent due to the
serious health issues of a family member, he or she can obtain an
FMLA leave.
 The bill further recognizes FMLA leave in cases of Qualifying
exigencies which includes organizing child care arrangement
substitute for an adolescent of the military fellow when the
disposition of the military member requires a alteration in the
prevailing child care procedure; taking a vacation to spend
quality time with a military member on Break and Recuperation
holiday in the course of the deployment, or making financial or
legal preparations to report a military member’s nonpresence or
few functions related to attention relating to the military person’s
parents while the military member is on duty. Family members of
both existing service members and few old-timers are eligible to
military caregiver leave
Opponents:
 Though employers are bound to give employees leaves in such a
location where 50 employees work in a range of 75-mile radius.
Every employer must put this provision so as to decline an
unreasonable leave request.
 Fake leave request placed by an employer is liable to
punishment.
 Guidelines about military family entitlements under FMLA must
be amended as per the provision of the National Defense
Authorization Act of 2010
Target
Population Target audience is 50 or more employees for every working day for 20
or more calendar workweeks in the present or foregoing year. Further,
the rule requires at least 50 employees within a 75-mile radius.
Status of the bill
(Is it in hearings
or committees?
Is it receiving
press coverage?)
Signed into law on February 5, 1993 by President Bill Clinton
General
Notes/Comments
FMLA is planned to help employees to maintain their work and family
accountabilities by allowing them to take leave without pay for few
specific family and medical purposes. It furthermore thrives to protect
the legitimate interests of employers and endorse identical employment
opportunities for men and women.
© 2018 Laureate Education Inc. 2