Shaller E H, Qualiana M K
Dow, Lohnes & Albertson, Washington, DC.
Employee Relat Law J. 1993 Summer;19(1):5-22.
The recently enacted Family and Medical Leave Act requires larger employers to provide eligible employees with up to twelve weeks of unpaid leave for certain medical and family-related reasons. This article addresses who the law applies to; the circumstances when leave must be granted; how the leave period is supposed to be scheduled; various notice, scheduling, medical certification, and reporting requirements; reinstatement and continuation-of-benefits requirements; and other key provisions of the Act. The basic requirements of the Act are not complicated, but certain issues that are not addressed by the Act or its legislative history--such as what qualifies as a serious health condition justifying a leave, when an intermittent or reduced schedule leave may be taken and how such schedules are determined, and how differences with state family and medical leave laws are to be reconciled--will have to be resolved by administrative regulation or litigation.
最近颁布的《家庭与医疗休假法》要求规模较大的雇主为符合条件的雇员提供长达十二周的无薪休假，用于某些医疗和与家庭相关的原因。本文讨论了该法律适用于哪些人；必须批准休假的情形；休假期间应如何安排；各种通知、安排、医疗证明及报告要求；复职及福利延续要求；以及该法案的其他关键条款。该法案的基本要求并不复杂，但该法案及其立法历史未涉及的某些问题——比如何种情况属于可批准休假的严重健康状况、何时可以休间歇性或缩短工时的假以及如何确定此类工时安排，以及如何协调与州家庭和医疗休假法的差异——将不得不通过行政法规或诉讼来解决。
