BUS FPX4043 Assessment6.docx BUS-FP4043 FMLA, COBRA, HIPAA, and ERISA Capella Univers

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BUS FPX4043 Assessment6.docx BUS-FP4043 FMLA, COBRA, HIPAA, and ERISA Capella University FMLA, COBRA, HIPAA, & ERISA The Family and Medical Leave Act (FMLA) is a guarantee of leave for an emplo... yee which requires time off for medical and family related issues. Employees who are within required criteria are guaranteed up to twelve weeks of unpaid leave covered by FLMA; without losing their health benefits [ CITATION dol \l 1033 ]. FLMA ensures that employees have access to a reasonable amount of leave to manage family and medical needs. Employees are eligible for FMLA when they have worked for their employer for a minimum of 12 months or a minimum of 1,250 hours; as well as workers who are employed at a location where the organization employs 50 or more workers. Employees covered by FMLA are covered for birth and subsequent care of a child, adoption or foster placement, care regarding a family member with a serious health condition, and the employee, them-self, in the incident of serious health conditions [ CITATION dol \l 1033 ]. Issues related to FMLA are commonly due to employee™s taking advantage of technicalities. Employees that are eligible for FMLA have admitted that they sometimes take time off even when it is not family or medically related. This practice causes issues for employers as they can™t necessarily prove that an employee is not taking leave for medial or family related reasons. This practice can also affect the immediate issues regarding a business as they may have to manage staff. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . . [Show More]

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