FMLA, Fair to Employees, Unfair to BusinessesFamily medical leave law has become a very important issue for employees and businesses over the past few decades . Is it fair or unfair for employees to return to work after a serious medical situation? Or is it fair or unfair for companies to grant this benefit to their employees? It seems that the majority of people consider it entirely fair for employees to return to their jobs after this circumstance. On the other hand, companies or any workplace consider that this statement can be denied because it affects them from a financial point of view. As a result, both cases will be properly explained and a conclusion will be drawn. To begin, we can define FMLA as a benefit to covered employees in a workplace. What is a covered employee? These are workers who have carried out their work for a period of at least 12 months in a workplace employing 50 or more people. According to the U.S. Department of Labor, FMLA involves granting these employees a concession of up to 12 weeks of unpaid work during a 12-month period if any of these circumstances arise during the performance of work: (i) for the birth or care and care of a newborn. child. (ii) for the placement with an employee of a son or daughter for adoption. iii) caring for a direct family member (spouse, parent or child). iv) unable to perform the work due to a serious health problem. These workers must return to their same position or an equivalent with: the same social benefits, the same salary, the same status and all the conditions prior to the leave. Also, during the time the person is not working, they are in the middle of a document...from one perspective, both sides of the discussion can be considered correct, but I certainly believe that companies depend on their employees and vice versa, so FMLA is a benefit that should occupy an important position in a workplace. In other words, employees will always use this benefit because at any point in their life, these people will need it. I consider the FMLA entirely fair for people with serious medical conditions but I should mention that the United States Department of Labor requires a comprehensive study of different cases across the country to determine what changes should be made in order to give businesses their rights. As I mentioned above, if certain regulations and interpretations that are not well defined are corrected in the future, employees will know when to use FMLA and businesses will know when to grant this benefit and the result will be the end of this conflict..