The Families First Coronavirus Response Act, HR 6201, was signed into law last night by the President. There are two components to the law. The following is a summary of both sections of the law. We will continue to provide updates as they become available
The Family and Medical Leave Act (FMLA) allows an employee to take a leave of absense to take care of their family when there is an extended medical problem with the employee or their family. Under FMLA, the employees are protected from discrimination, unfair discipline actions, being laid off or passed over for promotion, among other actions that an employer might take against them. However, there are certain conditions that an employee may fulfill in order to be eligible for FMLA.
The Family Medical Leave Act (FMLA) is a federal law that provides an employee up to 12 workweeks of unpaid leave each year with job reinstatement privileges. Accordingly, an employee is able to return to their same or equivalent job position after completion of their FLMA. This law also dictates that an employer that comes under the umbrella of FMLA also maintains health benefits for qualified workers. Employers are required by law to provide FMLA eligibility notice after requests for leave (or when they get information about qualifying reasons for leave) within 5 business days. The FMLA survey conducted by the United States Department of Labor revealed that 91% of employers that comply with FMLA had a positive effect on employee morale, absenteeism, and turnover.
FMLA or Family & Medical Leave Act is a federal act enacted more than three decades. Prior to the ratification of the act, people would lose their jobs whenever they were afflicted with a serious ailment which made them take more than a week off from work. Therefore, in order to protect the jobs of millions of employees, the FMLA was enacted which required employers across the USA to provide family and medical leave to their workers.