FMLA - Balancing the Needs of Families and Employers

A recent Department of Labor report released January 9th, 2001, assessed the overall effectiveness of the FMLA in “meeting the needs of employees without imposing undue burden on employers”. The Department of Labor has compiled new survey data for 2000, updating the 1995 employee and establishment survey data that was used in the earlier report titled, A Workable Balance: Report to Congress on Family and Medical Leave Policies.

Below is a summary of the findings:

Employees’ Use of Leave

  • The number of employees using or taking leave for family and/or medical reasons remained roughly the same – 16.5 percent in 2000 / 16 percent in 1995
  • Employees took leave for other reasons then their own health issues such as caring for a newborn, adoptions or care for a parent or spouse
  • The vast majority of employees taking leaves cited positive effects for both their family’s physical and emotional health
  • Over half of employees taking a leave said that financial concerns arose from their leave (only two-thirds of leave takers received some pay during their leave
  • 75 percent of the women taking leaves had young children compared to 45.1 percent of the men taking leaves
  • In 2000 more employees considered the FLMA more favorably than in 1995 with over 80 percent agreeing that every working person should be able to have up to 12 weeks of unpaid leave per year for family and medical problems.
    Employers’ Policies and Practices
  • The majority of businesses provide up to 12 weeks of leave for their employees’ own serious health conditions, for mother’s maternity-related reasons, for parents’ care for newborns, and for employees’ care for a child, spouse, or parent with a serious health problem and nearly half provide up to 12 weeks of leave for adoption or foster care
  • In 2000 there was a significant increase in the number of employers reporting difficulties in maintaining extra records, determining employee eligibility, and coordinating the act with other leave policies
  • But they also reported that the FLMA had no noticeable effect on profitability, productivity or growth.

You may like these other stories...

Without getting into all that's been written about the jobless recovery and record high corporate profits without the accompanying hiring, there has indeed been a fundamental shift in how corporate America is working...
Read more by Rita Keller here.I recently read a tweet by my music-teacher son regarding his fifth-grade musicians: “My fifth-grade flutes and clarinets just exhaust me. They have so much energy and ask sooooo many...
By Richard D. Alaniz  On June 24, 2013, the US Supreme Court narrowed the definition of who qualifies as a "supervisor" for the purposes of harassment cases. This holding is a significant win for...

Upcoming CPE Webinars

Jul 16
Hand off work to others with finesse and success. Kristen Rampe, CPA will share how to ensure delegated work is properly handled from start to finish in this content-rich one hour webinar.
Jul 17
This webcast will cover the preparation of the statement of cash flows and focus on accounting and disclosure policies for other important issues described below.
Jul 23
We can’t deny a great divide exists between the expectations and workplace needs of Baby Boomers and Millennials. To create thriving organizational performance, we need to shift the way in which we groom future leaders.
Jul 24
In this presentation Excel expert David Ringstrom, CPA revisits the Excel feature you should be using, but probably aren't. The Table feature offers the ability to both boost the integrity of your spreadsheets, but reduce maintenance as well.