Articles Posted in Family Medical Leave Act

As substance abuse continues to affect a record number of people, employees should be encouraged to pursue rehabilitation programs. However, many are reluctant to seek the treatment they need for a multitude of reasons, including the societal stigma associated with addiction, as well as the financial toll it can take on the individual and their family. If you are considering taking leave from work for a health-related reason, you may want to speak to an employment attorney so you know all of your options.

In addition, individuals are often afraid that seeking treatment may mean attending an inpatient facility, which means they cannot work. Employees may fear that taking leave from their employment to pursue and complete drug treatment may result in them facing adverse employment action or discrimination, ultimately resulting in termination or demotion. However, it is important that both employees and employers know that the Family and Medical Leave Act (FMLA) protects those seeking substance abuse treatment from a health-care provider.

The Family Medical Leave Act (FMLA)

The FMLA is a federal law that was passed in 1993 which allows individuals to care for themselves and certain family members for a discrete period of time if they are suffering certain medical conditions. The law was enacted to provide individuals with job security and healthcare during these difficult periods.

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The Civil Rights Act of 1964 (Civil Rights Act) was monumental in that it provided crucial rights to many people who had been denied equal treatment for many years. While the Act prohibited discrimination based on certain bases, other bases were left uncovered. One area of Texas employment discrimination the Civil Rights Act did not solve was pregnancy discrimination. Following the Civil Rights Act, employers continued to discriminate against women on the basis of their pregnancy. When it came time to explain their seemingly discriminatory behavior, employers routinely claimed they were basing their actions not on the sex of the employee (which was prohibited under the Act) but instead on the fact that the employee was pregnant. This was an unfortunate but accepted distinction for 14 years.

In 1978, however, things changed for the better with the passage of the Pregnancy Discrimination Act (PDA) of 1978. Technically, the PDA was an amendment to the Civil Rights Act of 1964. The text of the PDA was short, and the message was straightforward. Essentially, discrimination on the basis of “pregnancy, child birth, or related medical conditions” was considered sex discrimination. Thus, an employer could no longer discriminate on the basis of an employee’s pregnant status, since doing so would amount to sex discrimination.

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In 1993, Congress adopted the Family and Medical Leave Act (FMLA). This federal law was enacted to provide certain employees with 12 workweeks of unpaid leave each year without the risk of being terminated. Public agencies, such as local, state, and federal employers, and local school employers must comply with the Act. Additionally, private employers who have 50 or more employees for at least 20 workweeks per year must also comply with the Act. This federal law is applicable in Texas FMLA claims based on discriminatory conduct.Generally, the FMLA can be used by eligible employees in the following situations:

  • When an employee cannot work because of a serious medical issue,
  • To care for an immediate family member who has a serious medical issue,

Some fathers can take paternity leave. If you are a soon-to-be father expecting a baby in Texas, you may be concerned about the future and whether or not your employer is required to give you paternity leave. Those who work for small employers in Texas may not be able to get paternity leave.

However, the federal Family and Medical Leave Act (FMLA) allows eligible employees of covered employers to take a non-compensated leave for particular family and medical reasons, such as the birth of a child or to care for a newborn during his first year. It also allows this paternity leave if a child for foster care or adoption is being placed with the employee within one year of placement. This leave is job-protected. The employer is required to continue providing group health insurance under the same terms and conditions as if the employee hadn’t taken leave.

Your employer needs to give you 12 weeks of unpaid paternity leave after your partner has a baby or you adopt a child if:  (1) it has 50 or more employees in 20 or more workweeks in the current or prior calendar year, and (2) you’re eligible because you’ve worked for the company for at least 12 months, have a minimum of 1,250 hours of service during the 12-month period just before the paternity leave, and work at a site where the company has at least 50 employees within 75 miles.

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Half of the workforce is female, but only 12% of women have paid maternity leave, according to the United States Department of Labor. The United States is the only industrialized country around the globe that doesn’t require employers to provide paid maternity leave, even though studies show health benefits to children, mothers, and fathers when parental leave is provided. Paid maternity and paternity leave make sense both economically and from the standpoint of health.

Infant mortality is reduced by up to 10% in 141 countries with paid leave policies. This leave allows for infants to receive necessary medical care and vaccinations during one of their most vulnerable times of life.

Parental leave also increases how long mothers feel comfortable breastfeeding. Mothers who receive paid leave breastfeed for twice as long as those who don’t get leave. Since breastfeeding decreases the likelihood of infection, asthma, obesity, and SIDS, there are benefits for the health care system in improving the chances of a mother being able to breastfeed comfortably for a longer duration.

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