Responsibilities of an Employer under the Family and Maternity Leave Act
In US, the Family and Maternity Leave is an act that became passed in 1993. It reveals principles that grant security to employees when they take a break from work. This is inclusive of reasons that are directly connected to family life of the worker.
Stakeholders tend to embrace the law in a different manner when they exhibited content and expression. The objective of this law is to ensure that it caters for the demands of family at the job place. The act also depicts the responsibility of employees and their leaders in the firm. It focuses majorly on the duties of workers. According to the Family and Maternity Leave Act, the role of the boss is to inform workers if they qualify to be offered a leave.
In this regard, the employees were supposed to provide a thirty day notice before they were granted a real leave (Steingold, 2011, p. 124). Additionally, employers also had to countercheck if their subordinates had incorporated all reasons as per the demand of the law. Furthermore, they had to identify if the availability of genuine documents supported the application of workers. After examining the qualification of workers to get a leave, employers had to offer reasons that support their eligibility.
The responsibility of the employer in relation to the act is to give his employees advices whether it supports their demand. This is to enable him to classify rights of workers as they prepare to take their leave. The boss is supposed to verify if the worker will retain his initial position when the leave is over. In the procedure of granting the leave, the employer should not be biased against religion or gender. In granting workers their leave, the superior should give drafted facts that support the rights of employees.
Ossip, M. J., Hale, R. M., Coleman, G. V., Talwani, I., & American Bar Association. (2006). The Family and Medical Leave Act. Washington, DC: Bureau of National Affairs.
Steingold, F. (2011). The employer’s legal handbook. Berkeley, Calif: Nolo.
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