Legislation Comparison Report - Module 2 Assessment

This report presents a comparative analysis of health-related legislation, focusing on the Family and Medical Leave Act (FMLA) and related bills. It includes a legislation comparison grid, detailing the bill's description, legislative intent, proponents, opponents, target population, and current status. The report also features an advocacy statement in support of H.R. 1, emphasizing the importance of FMLA leave for employees, including the benefits of FMLA for employees and their families, and the need for expanding the eligibility criteria for FMLA leave. The author suggests amendments to the policy to ensure wider accessibility, irrespective of company size and location. The report concludes with a call to support the bill and a thank you for the committee's consideration.

Running head: LEGISLATION COMPARISON GRID AND TESTIMONY/ADVOCACY
LEGISLATION COMPARISON GRID AND TESTIMONY/ADVOCACY
Name of the Student
Name of the University
Author Note

1LEGISLATION COMPARISON GRID AND
TESTIMONY/ADVOCACY
Testimony in support of:
H.Res.71 - Relating to the consideration of the Senate amendment to the bill (H.R. 1) to grant
family and temporary medical leave under certain circumstances.
Submitted by: Name of the student
Date (To be filled by the student)
Dear Honorable Members of the Legislative Committee,
My name is (Student’s name), and I live in (town). I am a sibling of Mr. (Name to be filled
by the student) who is working as a Senior Test Lead in XYZ Company. I am testifying today
in support of the bill (H.R. 1) to grant family and temporary medical leave under certain
circumstances. This bill entitles an employee to FMLA leave for birth and affection which
gets over in 12 months after the birth of a child of such an employer.
FMLA leave may be taken before the real settlement or adoption of a child if such
nonattendance from work is necessary for adoption or foster care to ensue.
Further, in case an employee is incapable to accomplish the roles of the designation he or she
is holding in a workplace or where the health care provider discovers that an employee is
unable to work at all, or is incapable to perform any one of the vital jobs of the employee's
position, he or she can be granted FMLA leaves.

2LEGISLATION COMPARISON GRID AND
TESTIMONY/ADVOCACY
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 a FMLA leave.
The bill further recognizes FMLA leave in cases of Qualifying exigencies which includes
organizing alternative child care provisions for an adolescent of the military fellow when the
disposition of the military member requires a modification in the prevailing child care
procedure; attending certain military ceremonies relating to the military person’s parent when
the member is on an active duty. Family members of both existing service members and few
old-timers are eligible to military caregiver leave. Though, there are some ambiguity in few
of the wordings of the FMLA, like availability of leaves to only for those location where
there are 50 employees within a 75-mile radius. However, this provision is always not availed
by most of the employers. Another negative impact is, this benefit is not available for an
employee who works in a company where there exist less than 50 employees. Therefore I
would recommend to amend this policy in the final Act, so that this facility can be availed by
most of the employees irrespective of their number and location.
Please consider supporting/opposing this bill. Thank you for your time and efforts.
Sincerely,
(Student’s Name)
Street address
Town,
State,
Zip