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Summary

This report provides background on the eligibility and notification requirements for taking leave under the Family and Medical Leave Act ("FMLA"). The FMLA guarantees eligible employees 12 workweeks of unpaid leave for the birth or adoption of a child; for the placement of a foster child; for the care of a spouse, child, or parent suffering from a serious health condition; or for a serious health condition that makes the employee unable to perform the functions of the employee's position. Since the FMLA's enactment in 1993, the U.S. Supreme Court has considered two cases involving the statute. Ragsdale v. Wolverine World Wide, Inc. and Nevada Department of Human Resources v. Hibbs are discussed in this report. The report will be updated in response to the FMLA's amendment and relevant Supreme Court cases. The Family and Medical Leave Act ("FMLA") guarantees eligible employees 12 workweeks of unpaid leave for certain specified reasons.1 Enacted in 1993, the FMLA seeks "to balance the demands of the workplace with the needs of families, to promote the stability and economic security of families, and to promote national interests in preserving family integrity."2 This report provides background on the eligibility and notification requirements for taking leave under the FMLA, and discusses U.S. Supreme Court cases that have considered the validity of FMLA regulations and the availability of money damages under the FMLA for state employees.

Related Legislation:
• S.12
• S.1

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