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No one should have to choose between family needs and employment. Congress passed the Family and Medical Leave Act, 29 U.S.C. §§ 2601-2654 (2006) (“FMLA”) in 1993 to ensure that workers could take unpaid leave to care for a new child or seriously ill family member (or to seek medical treatment themselves) without losing their jobs or suffering other adverse employment consequences.
On behalf of the National Partnership for Women & Families, I am pleased to express our strong support for House Bill 2278, The Pennsylvania Family and Medical Leave Act.
The following selected findings were compiled and edited by Nicole Casta of the National Partnership for Women & Families from the U.S. Department of Labor report, Balancing the Needs of Families and Employers: Family and Medical Leave Surveys 2000 Update. These findings are based on two surveys: one representing all employees and one representing private-sector establishments.
The 111th Congress Work and Family Agenda focuses on three areas: 1. Guaranteeing workers paid sick days for short-term, common illnesses; 2. Guaranteeing workers paid family and medical leave to care for longer-term, serious health conditions and to bond with new children; and 3. Correcting and expanding the FMLA to cover more workers.
The start of each new Congress and Administration provides an opportunity for a fresh start and a fresh approach to critical issues facing our nation. Nowhere is this opportunity more sorely needed than with judicial nominations.
Barriers to and opportunities for better federal government support for working families and communities are directly linked to governmental support at all other levels. In this era of renewed emphasis on federalism, work-family advocates cannot ignore state and local government venues, as illustrated in the nine-year effort to get the Family and Medical Leave Act (FMLA) enacted.
Every day, working women and men in the United States struggle to meet the dual demands of work and family because their workplaces are without basic family friendly policies. It is long past time for workplaces to reflect the needs of 21st century working families, which for many include the ability to care for children, family members and elderly relatives while also being productive, responsible employees.
Workers should not have to choose between a paycheck, their job, and their own health or the health of their families. Yet, because of the lack of policies that help workers meet their family responsibilities, many workers face this choice every day.
The National Partnership for Women & Families opposes the nomination of William Pryor to the U.S. Court of Appeals for the Eleventh Circuit.
Changes in the demographic composition of the U.S. workforce mean that more women and men are actively engaging in both paid work and care work. As of 2010, the percentage of children who had both parents (in married‐couple families), or their only parent, in the labor force reached 72.3%, an increase of 13 percentage points since the mid‐1980s.
Businesses benefit when employees are able to take time away from work to cope with personal and family illnesses. More satisfied and productive workers translate into improved workplace morale, greater worker loyalty and better bottom lines.
9 in 10 FMLA-covered employers say the FMLA has a neutral or positive effect on profitability and growth.
Judges are charged with the responsibility to interpret and help administer our nation’s laws. Judges’ decisions govern our lives in many areas, such as the question of when women may bring suit to challenge and change unequal pay practices, and whether health plans and providers impermissibly discriminate against women when they refuse to cover or offer certain reproductive health services.
That is why the National Partnership for Women & Families looked closely at Judge Alito’s available record, examining his writings and opinions on a range of issues from employment to reproductive rights to affirmative action, and more.
Just 11 percent of the workforce has access to paid family leave through their employers, and fewer than 40 percent of workers have access to personal medical leave through an employer’s temporary disability insurance program.
2013 is the 20th anniversary of the Family and Medical Leave Act (FMLA) – the first and only national law that enables workers to care for themselves and their loved ones without jeopardizing their jobs or economic security.
For many women, the path to finding and keeping a job with decent wages and advancement opportunities is strewn with obstacles — from lack of adequate child care, to juggling work and family responsibilities, to dealing with on-the-job discrimination.
Grandparents are the glue that holds many families together—yet our workplace laws don't honor their critical role.
The Family and Medical Leave Act (FMLA) is a law that was passed by Congress in 1993 which requires covered employers to provide eligible employees with up to 12 weeks of unpaid, job-protected leave per year to care for a newborn or newly-adopted child; to care for a seriously ill family member (spouse, child or parent); or to recover from a worker’s own serious illness.
Grandparents are the glue that holds many families together - yet our workplace laws don't honor their critical role.
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