Time to Amend FMLA

How long do you need off work after your child dies?

I’m sure this is different for everyone. Grieving is like that. But I’m also sure the 2 or 3 days many employers allow isn’t near enough.

A Plan For Change

Kelly Farley of The Grieving Dads Project just sent out this email:

Dear Friends of the Grieving Dads Project:

I hope this email finds you well. I wanted to make you aware of a petition I recently started with a fellow grieving dad. The petition is called “The Farley-Kluger Amendment to the Family Medical Leave Act of 1993 (FMLA)” . We started this petition to bring attention to the current FMLA and the fact that it does not extend benefits to employees that have experienced the death of a child.

I am sure most of you would agree that the death of a child is one of the worst possible experiences that anyone can endure. However, many employers only allow for bereavement leave up to 2-3 days. Employees are expected to use their available vacation time after the 2-3 days of bereavement leave has been expended. If the employee exhausts both of these benefits and still requires additional time off, the employer has grounds to terminate the employee.

We find it unacceptable that the death of a child is not included as a protected reason to qualify for 12 weeks of unpaid leave as part of the FMLA. If you agree with us and you live in the US, we ask you to do two things: 1) Click on the link below (or paste into your browser) and sign the e-petition and 2) Share this link with people you know in the US.

http://www.petition2congress.com/3937/modify-family-medical-leave-act-1993/

Let’s see if we can get someone’s attention regarding this issue.

Peace.

Kelly Farley (A Bereaved Father)

Kelly has teamed up with Barry Kluger to sponsor this amendment.

The Petition

I’m starting to like this copy and paste thing, so here is the text of the petition:

I, the undersigned, support The Farley-Kluger Amendment to the Family Medical Leave Act of 1993 (FMLA). This amendment will expand coverage and existing benefits to employees that have experienced the death of a child.

I have included the following to give you a brief overview of the existing Family Medical Leave Act and its benefits:

The FMLA applies to all public agencies, all public and private elementary and secondary schools, and companies with 50 or more employees. These employers must provide an eligible employee with up to 12 weeks of unpaid leave each year for any of the following reasons:

 for the birth and care of a newborn child;
 for placement with the employee of a child for adoption or foster care;
 to care for an immediate family member with a serious health condition;
 to take medical leave because of a serious health condition; or
 to care for an injured service member in the family

Employees are eligible for leave if they have worked for their employer at least 12 months, at least 1,250 hours over the past 12 months, and work at a location where the company employs 50 or more employees within 75 miles.

It is my opinion that the death of a child is one of the worst experiences that anyone can endure. I find it unacceptable that the death of a child is not included as a protected reason to qualify for the benefits that are set forth in the Family Medical Leave Act of 1993.

As your constituent, I encourage you to give this issue serious consideration and to make the necessary modification to the Family Medical Leave Act of 1993.

I support Kelly Farley, Founder of the Grieving Dads Project and Barry Kluger, Author and grieving father in their efforts to make this necessary change to the Family Medical Leave Act of 1993.

Sincerely,