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Essay / Research Paper Abstract
This 4-page paper discusses the U.S. Family Medical Leave Act (FMLA) and how it might pertain to Boeing and its rewards system. Bibliography lists 3 sources.
Page Count:
4 pages (~225 words per page)
File: D0_MTfmlabo.rtf
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Unformatted sample text from the term paper:
the medium-sized ones, the FMLA provided somewhat of a hardship, and fears that abuse might take place. How does the FMLA impact reward and recognition programs, especially at a company
like Boeing -- one that prides itself on fairness to workers and a climate in which all workers thrive? One huge issue
with the FMLA is its relative newness. Because it is still so recent (and so vague, for that matter), its still open to interpretation.
In one case, involving Boeing, as a matter of fact, a worker played fast and loose with the Act, missing frequent days of work (at times, without
contacting superiors) and not complying with Boeings policy on requesting family medical leave (AWOL employee not protected by FMLA, 1999). But instead of firing him, as Boeing had every right
to do, the company counseled him "on the need to comply with the companys attendance policies," then permitted him to take retroactive FMLA leave (AWOL employee not protected by FMLA,
1999). But the absences continued, with the employee insisting that he was following the letter of the employee manual (i.e., calling absentee reporting instead of his supervisor, which was specified
in Boeings FMLA literature). After a time, Boeing terminated the mans employment and he sued Boeing for violating the FMLA by terminating his employment after he took medical leave (AWOL
employee not protected by FMLA, 1999). In the above case, the courts decided in favor of Boeing, and perhaps rightfully so, as
"FMLA does not prohibit an employer from requiring an employee to give notice to specific supervisors" when the employee needs to be absent for a non-emergency situation (AWOL employee not
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