The Family and Medical Leave Act was originally passed in 1993, providing American workers with the right to take time off of work in order to address serious health concerns, be there for family members in their times of need, or be present for the birth of a child. As a result of the law, millions of Americans are granted unpaid leave of their job with full protection of their position at work upon their return. However, there are several exceptions to the law, providing employees who leave no such legal protection of their job status.

There are certain thresholds in place to protect small businesses that cannot handle the strain of losing an employee for a maximum of 12 weeks out of a year. This law does not affect employers who have fewer than 50 employees. However, there are certain exemptions to this employee threshold, namely in terms of educators and workers in public agencies.

Other workers considered non-eligible include part-time workers who have clocked in fewer than 1,250 hours while working in over the year prior to time off. This does require a part-time worker to, at the very least, work for a particular employer for at least one year before he or she may benefit from the Family and Medical Leave Act.

In addition to these exceptions to the law, there are some less well-defined situations that may make a worker non-eligible for protected time away from work. Particularly, workers who tend to their pets are not granted job protection. If an ailment is short-term, relatively common, and does not drastically damage a person’s health, they may not be permitted these protections. Also, if a routine visit to physician is scheduled during work hours, an employer does not need to honor the Family Medical Leave Act.

For more information regarding what is and what is not allowed under this law, contact an employment lawyer.

To discuss the deals of your case with a legal advisor, contact the Houston employment attorneys of the Ross Law Group today.

Author: James Witherspoon
Article Source: EzineArticles.com
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As a Business Consultant I speak to companies all day long. I am completely surprised at how many owners do not think to give Employees to protect their incomes via insurance policies.

The silly thing is that owners do not pay a dime for these types of plans and providing income protection plans increases retention of valuable employees and provides a Tax deduction to the employer.

The plain reason that employers do not provide these types of programs is they have not investigated it and understand the protection it provides. For Instance if a spouse becomes sick, based on experience as a business consultant, the working spouse do not continue working at the same rate and so not only do the spouse income decrease the working spouses income decrease.

If an employee decides that they need to use the Family Medical Leave Act to tend to a family member or spouse, that employee is not covered by Disability insurance and nothing pays for that time off. Income Insurance covers these types of events and provides the family the cushion they need to get by when tough times hit.

Additionally if an employer is not currently providing Insurance plans pre tax to employees they can use the 125 plan and create the pre tax benefits and pay for income insurance and get full coverage without any net change to the weekly paycheck.

With a situation like this where it is a win win for all involved the employer, employee it is only lack of understanding the need for this type of insurance is really the only true reason for not providing the service to employees.

For more information on implementing Income Insurance Policies call 1-800-276-8191. Don Griffith is a business consultant, Speaker and published author of Hiring and Keeping The Right Employee.

Author: Donald Griffith
Article Source: EzineArticles.com
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