Master of Hospitality Administration
First Committee Member
William Werner, Chair
Number of Pages
The Family and Medical Leave Act, (FMLA), allows women and men to take up to 12 weeks leave to care for a newborn child (maternity leave) and/or care for sick family members. The Department of Labor states that:
FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave (Family and Medical Leave Act - Wage and Hour Division (WHD) - U.S. Department of Labor, 2012).
When an employee decides to take advantage of FMLA, there are often instances, even if an employer is given enough advanced notice, where a business is not prepared for the person’s departure. The business has not hired any temporary personnel and/or does not have a person on staff that is available to assist the team or department with the necessary work to ensure the department continues to function smoothly. Additionally, if a woman is pregnant or a family member has a sudden illness, there may be multiple reasons that the employee has to leave work earlier than expected and even stay longer than FMLA dictates. Any of these contingencies can stop the smooth flow of the work process.
Family and Medical Leave Act of 1993, Industrial productivity, Labor supply, Leave of absence, Sick leave, Temporary employees, United States, Workflow
Business | Business Administration, Management, and Operations | Hospitality Administration and Management | Human Resources Management | Labor Relations
Coon, Katie O'Brien, "The Family and Medical Leave Act’s Impact on the Hospitality Industry: Implementing Policies to Ensure Continued Productivity" (2012). UNLV Theses/Dissertations/Professional Papers/Capstones. Paper 1464.