Doing some policy research? Need some background materials? You've come to the right place.
Note: Documents in the library are organized by issue area — and PDFs require Adobe Reader (free download/upgrade available).
Submitted to the U.S. House Committee on Education and the Workforce Subcommittee on Workforce Protections Hearing on H.R. 1406, the Working Families Flexibility Act
The Working Families Flexibility Act, to be introduced in the U.S. House of Representatives the week of April 8, 2013 by Martha Roby (R-AL), claims to give working men and women in hourly jobs more time with their families by allowing them, through an agreement with their employer, to choose paid time off as compensation for working more than 40 hours in one week (“comp time”). This proposal is one of the centerpieces of House Majority Leader Eric Cantor’s “make life work” agenda.
Every day, millions of workers in the United States are forced to jeopardize their wages and their jobs when they become sick or need to care for a sick child or loved one. For women – and particularly for women of color – the inability to earn paid sick days can have devastating consequences.
Wisconsin workers should be able to exercise their rights to paid leave under the Wisconsin Family and Medical Leave Act. But does the federal Employee Retirement Income Security Act nullify a provision of Wisconsin’s Family and Medical Leave Act that permits workers to substitute employer-provided paid leave for unpaid leave?
FACT SHEET | An assessment of the historic Family and Medical Leave Act (FMLA) that includes an explanation of the law and reasons and opportunities for amending it.
A principios de 1993, el Presidente Clinton firmó la Ley sobre Licencias por Razones Familiares y Médicas (Family and Medical Leave Act - FMLA), con la cual culminó casi una década de lucha por promulgar una legislación que permitiera a las personas ausentarse del trabajo para cuidar de sus familias o de sí mismas. Esta Guía explica únicamente cómo funciona la FMLA, una ley federal.
A Look at the U.S. Department of Labor’s 2012 Family and Medical Leave Act Employee and Worksite Surveys
challenges as personal and individual, but the reality is that nearly all workers – whether old or young, married or single, parent or not – will face urgent personal and family needs at some point in their lives. Children are born, elderly relatives need care, childcare needs arise, and yet there’s no national standard for addressing these challenges.
How important is it to you that Congress and the President consider new laws to help keep working families economically secure, including ensuring workers the right to earn paid sick days and creating a system of family and medical leave insurance - very important, somewhat important, not too important, or not important at all?
On behalf of the National Partnership for Women & Families, the National Military Family Association and the undersigned organizations, we thank you for the opportunity to respond to the Department of Labor’s Notice of Proposed Rulemaking relating to legislative expansions of the Family and Medical Leave Act (FMLA).
Nearly one in two people in the United States have a chronic medical condition that requires regular care1 - and chronic conditions are becoming more prevalent. At the same time, more than 40 million U.S. workers don't have access to paid sick days to recover from illness, care for a sick family member, or manage chronic illnesses.
Businesses benefit when their employees have access to paid sick days. When sick workers are able to stay home, the spread of disease slows and workplaces are both healthier and more productive. Plus, workers recover faster from illness and obtain timely medical care - enabling them to get back to work sooner and holding down health care costs.
This special report, Dads Expect Better: Top States for New Dads, focuses specifically on the states in which existing family friendly leave policies include new fathers, providing them with the support they need to care for their families.
Across the political spectrum, more of our nation’s leaders acknowledge that 21st century families face significant challenges in meeting their responsibilities at home and on the job.
The federal FMLA applies to employers with 50 or more employees. Because of this threshold requirement, 40% of private workers are not covered by the FMLA. Several states that have their own FMLAs have lowered their threshold to cover more workers.
The National Partnership for Women & Families is dedicated to expanding opportunities for women and improving the well-being of our nation’s families.
On behalf of the National Partnership for Women & Families and the undersigned organizations, we thank you for the opportunity to respond to the Department of Labor’s request for comments on the proposed extension of the approval of information collection requirements for the Family and Medical Leave Act (“FMLA”).
A 2011 letter urging members of Congress to establish a national paid sick days standard that would help working families meet their health and financial needs, while boosting business productivity and improving worker retention.
The undersigned organizations appreciate the opportunity to respond to the Department of Labor’s request for public comment. This letter responds to the Wage and Hour Division’s proposed information collection request for the Family and Medical Leave Act (FMLA) employee and employer surveys.
The undersigned organizations appreciate the opportunity to respond to the Department of Labor’s request for public comment. This letter responds to the Wage and Hour Division’s proposed information collection request for the Family and Medical Leave Act (FMLA) employee and employer surveys. 76 Fed. Reg. 18254 (April 1, 2011).
|Items 101 - 120 of 179||Previous||1||2||3||4||5||6||7||8||9||Next|