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-- now we're talking about -- Family and Medical Leave Act too many people -- wrongly think.
That only women can take time off after childbirth.
That SNL A allows remain as well.
T take unpaid time off granted that they meet certain criteria in fact there's a lot of things -- people.
May not necessarily know that they are allowed to.
Legally had in terms their workplace said joining me now to talk a little bit more about this and Phyllis and is Greg.
Gary -- it grind day he's the EVP and chief HR officer of Dow Jones & Co.
thank you for joining us thank you for having also folks can find you on Twitter at -- Greg.
And GR AE and T at my last thing backbreaking grungy and run the -- K got it.
A lot of people actually average on the huge Twitter person travel feature of -- -- as well let you have.
What we could say would be good -- for people in the workplace different things that they have a right to take.
It's great news I remember when the law was enacted in 1993 there was a great big hullabaloo about how this is going to destroy small business.
And how is going to help lead to discrimination against women because people perceive that as a law that was.
To benefit mostly women which is not -- president I introduced by President Clinton it was a great piece of legislation that has since been amended.
A few times has to work out some of the cakes.
And many states have actually enacted laws that improve upon the family medical.
Will be back so there's the federal law.
That has a baseline of what employers are required to do and what employee rights are what employee eligibility is.
But in terms of understanding what your full rights are you should check -- in New York State division of labor are what ever state that you're right what would never stated -- because.
They have laws many states have laws that are actually.
You know better than the family Medical Leave Act okay but that it in general.
If you're an and employer.
A public agency does -- matter how many employees you have.
If you're private employer and you have fifty or more employees.
You are bound by -- -- you must provide -- medical leave coverage.
So let's start first awareness what we reference stuff the very top.
You know you have -- -- If not just very -- the birth of the child could be for and a adoption and also can be your own serious health condition.
Or the health condition an immediate family members spouse -- child.
So it's not just for the the birth of a child and but and that's where the then misconception is that this is just applies.
Two women who go out.
On maternity leave it.
Can take family medical leave to take care of the child and now with the states the various states.
Passing civil union laws and same sex domestic partnerships.
The definition -- and has.
Greatly expanded to accommodate those situations as well okay so that three weeks' time is way.
Twelve weeks OK so -- it's twelve weeks.
Unpaid leave a path that an employer must grant and however like this -- you -- -- they specifically say twelve weeks that it could got so it's specifically twelve weeks.
And it's unpaid however the employee error or the employee may apply.
Whatever paid time off they have coming to them against that's if you could take twelve weeks off and you have let's say.
Three weeks of paid vacation coming to you those first three weeks of the twelve weeks could be fully -- fully paid because you have that vacation -- -- you can provide paid time.
To the unpaid time the other important aspect of the act is that its job protected leave so.
Whatever job you've left and when you went on leave -- entitled to.
That job or an equivalent job with equivalent benefits and equivalent pay.
Upon your return.
But here is who knew little known fact that most people don't realize that if the job is still available.
The family Medical Leave Act.
Doesn't guarantee you more rights and employment then you would have had.
Before you went on -- so.
If accompanied let's say restructure.
Your department while you were out on leave if they were going to do that whether or not -- when on -- that your position is going to be eliminated.
Your position can still be eliminated and not be there when you return to work.
But how could you clarify or prove that this was previously planned prior -- you leave.
Problem there is there rob that's why they're -- that I have an increasing amount.
Employees a job when they return.
Because the the assumption is that it had something to do to leave.
In reality rarely does that happen I mean most employers know that that just inviting an open ended check and liability if they were to.
You -- that's people's fear I mean that's why even if they are aware of these rights people will not sit you know take advantage of them because they are fearful that they won't have a job.
I can tell you for every headline you read about some lawsuit and there's always going to be some employer.
And is always going to be some manager who doesn't act appropriately doesn't act act ethically.
And doesn't abide by the law.
But that's the rare exception millions of employees.
Take -- medical leave every single year without incident with out issue.
And it's it's not anything that people should be concerned about it's are right most good and most employers are good and well intentioned.
And they're happy for employees to have these benefits they want them to come back to work so it's really shouldn't be.
The -- shouldn't be taken with any fear or concern.
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