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The same trend is occurring in the public sector though not as quickly and not on such a wide scale. Currently there are just under 300 colleges, 150 city and county governments and 13 state governments offering their employees domestic partner benefits that are equal to the benefits provided to their married employees.
One of the benefits of including domestic partners in company benefit packages is that it helps to boost the moral of the employees who work at the company. Employees who are in domestic partnerships and work side by side with married couples performing the same jobs, but are excluded from benefits for their families have a hard time keeping their company morale up (Horowitz, 2003). Research reports that they feel like they are treated as second class citizens.
Conclusion
For many years the institute of marriage between a man and a woman was held as sacred by American society, but several decades ago that began to change. Today, many couples are in strong, life-long committed relationships with partners of the opposite sex as well as the same sex. The time has come for employers and governments to realize the changing trends in society and move to protect and encourage their employees in domestic partner relationships to receive benefits for their families.
Most of the business world looks to the Fortune 500 companies for guidance in how to be successful and when more than half of those companies voluntarily choose to provide domestic partner benefits to their non-married employees who are in committed relationships it provides evidence of what such a move does for the overall morale of the company.
The time has come for legislators at the federal level to put laws in place that provide benefits through work for all couples, whether they are domestic partners or married.
Reflection
Before I began this assignment I honestly never gave much though to the lack of benefits that are available for domestic partners. I have gay friends and have friends...
Children are being adopted every day by gay couples and those parents are being deprived of spending the first few months at home bonding with that child. It hurts the child as well as the parents.
This assignment provided me with the insight to finally understand how much of a negative impact the lack of federal mandate for FMLA with domestic partnerships has on the workforce. How can a company ask a gay man or woman to put the same effort forth in their job as their heterosexual married peer does when the company is not willing to care the same about both employees?
Personally I will support any legislation aimed at providing federal protection when it comes to company benefits and domestic partners.
Academically I will try and be more open minded to the plight of others whether or not their situation directly touches my life.
Professionally I will strive to choose companies to work for that provides domestic partner benefits. I want my skills and abilities to benefit a company that shows equal compassion to all employees, regardless of their sexual preference or personal choices.
Family Medical Leave Act gives the right to eligible employees to get unpaid and job protected leave from their employers for their family and medical reasons. According to FMLA if employees are eligible then they can take 12 workweeks leaves in a year. Employees take these leave if they are facing serious health problems. Under this Act employers are required to give unpaid leave to employees for family and medical
FMLA Family Medical Leave Act Under the Family and Medical Leave Act (FMLA) of 1993, 29 U.S.C.S. § 2611-2654, certain employees are guaranteed up to twelve weeks of unpaid leave per year in order to attend to personal medical problems or medical problems experienced by certain eligible members of their family. In order to be an eligible employee under qualify under § 2611, an employee must have worked for at least 12
One reason for the lack of impact, according to the study, is that few employees can afford to take advantage of the law's unpaid leave provisions ("Family Leave Act has little impact," 1994, p. 4) Not only do employers have to now contend with making sure they are following all of the regulations and rules under the FMLA, they too must deal with the increased number of court cases evident
FMLA Summary The author of this report has been asked to do a summary and review of what has come to be known as FMLA, which is short for the Family Medical Leave Act. Within this report there will be a review and summary of the relevant employment law. There will then be a construction of an overview of the law that includes a rationale for said law, who is affected
The already-begun and ongoing retirement of the so-called "Baby Boomer" generation already has many employers worried concerning the size and effectiveness of the workforce, and appropriate use of the Family Medical Leave Act is essential to ensure that the United States still has a large and energetic pool of workers available for employers (Brown 2005; Holmes 2008). The most obvious constraints on employees seeking leave under the Family Medical Leave
Family Medical Leave Act Before the Family and Medical Leave Act (FMLA) was signed into law in 1993, the United States was among the few industrialized nations with no such legislation in place. Employees had to make do with piecemeal legislation, such as the Pregnancy Discrimination Act or with leaves won through union contracts or policies with more enlightened employers. The FMLA, however, was a controversial piece of legislation. On one side, employers