Expanding the FMLA in CAlifornia Essay -- essays research papers

Problem Identification Every day in California, sketching men and women face conflicts between their practice responsibilities and their families. In order to work they essential make arrangements for their children and elderly family members who need assistance. They address these conflicts through a variety of child-c ar, after-school, and eldercare arrangements. But sometimes when a child is seriously ominous, an ripening parents health deteriorates suddenly, or a baby is innate(p) or adopted, these daily arrangements are no longer adequate. At such(prenominal) times of family need, an employee simply must take time off from work because no alternative care arrangements will do. That is wherefore in 1993, relative passed the Family and Medical Leave Act (FMLA), which was the first national policy intentional to help working people balance their work and family responsibilities. It guarantees that people who work for companies with more than 50 employees can take up to 1 2 weeks recreational leave a year to care for a newborn or newly-adopted child or for certain seriously ill family members, or to domesticize from their own serious health conditions. Unfortunately, taking volunteer(a) family leave is a luxury most Californians can not afford, so new mandates must be instituted to help insure that our states families can charter a healthy and affordable balance between work and family responsibilities. some groups have different views on how this issue should be resolved and that is why I have chosen to use the group theory to condone this problem. There are three workable re resolvings that I have chosen to discuss expanding the FMLA to bury businesses with 25-49 employees, expanding the use of sick leave, and expanding the State Temporary hinderance Insurance (TDI) Program to provide partial wage replacement to employees who are on parental leave. Search For Solutions The first possible solution was create when it came to public attention that many caregivers couldnt afford to take unpaid family leave due to the laws restrictions. In a national survey it was ascertained that nearly two-thirds of employees who needed but did not take family or aesculapian leave because they could not afford it. In addition, almost one in ten FMLA leave-takers was forced to turn to public assistance to help cover the wages they lost as a result of taking family or medical leave. As if the unpaid restrictions werent enough, it tu... ...on(actual 1990 expenditure)Number of Employees cover by TDI11.1 million (1989) Eligibility Requirements for New BenefitsEmployees must be eligible for state deterioration insuranceLength of Absence cover12 weeksPurposes of Absence Covered Care for newborn or newly adopted children Care for ill parents, children or spousesEstimated Number of Leave-takers Likely to Use New Benefits619,250Average each week Benefit$102.82-193.57 Estimated Length of Leave5-10 weeks Estimated Total Annual Cost of Expanding TDI to entangle Family Leave$835 millionNew Cost as a function of Total Program34 percentAverage Cost Per Covered Worker$6.27 / month$1.45 / week So by reviewing the data it seems likely that expanding the SDI to include family leave would be a feasible and logical solution that most Californians and politicians would stand behind and implement.