Provide 2 response to each student post. Each response should be 150 words each. Turnitin and Waypoint is being used to check for plagiarism and Please use APA format. Please pay close attention to plagiarism, and it's not tolerated. make sure to use in-text citations which demonstrate that I am actually citing my references.
1:00pm Oct 15 at 1pm
The Family & Medical Leave Act of 1993 and the Affordable Care Act of 2010 have both become mandated by law and give the employee or patient Family and Medical Leave Act (FMLA) of 1993 and the patient Protection and Affordable Care Act of 2010 are government mandated benefits that enable the employee to receive medical care without fear or repercussion of losing employment. The Affordable Care Act (Obama Care) was forced upon the people, if they chose not to get insurance a fine would be imposed. Since, then organizations offer employees a form of medical insurance that they can purchase often times cheaper from their employers so that they have access to medical prevention and treatment to stay healthy (Martocchio, 2011). Medical insurance is automatically deducted from payroll checks, typically prior to taxes.
Employees that have been with an organization for at least 12 months and have accumulated at least 1,250 hours of service in that 12-month period are usually qualified for FMLA benefit. I can personally attest to this benefit because I was in the hospital in 2016 for over 55 days, my daughter was able to stay there with my wife and I for 30 days of this due to her FMLA benefit. The Family and Medical Leave Act of 1993, Public Law 103-3, 107 Stat. 6 (29 U.S.C. 2601 et seq.), was enacted on February 5, 1993, and became effective for most covered employers on August 5, 1993. As enacted in 1993, FMLA entitled eligible employees of covered employers to take job-protected, unpaid leave, or to substitute appropriate accrued paid leave, for up to a total of 12 workweeks in a 12-month period for the birth of the employee's son or daughter and to care for the newborn child; for the placement of a son or daughter with the employee for adoption or foster care; to care for the employee's spouse, parent, son, or daughter with a serious health condition; or when the employee is unable to work due to the employee's own serious health condition.
Chris
Amadeo, Kimberly, (2019). 2010 Patient Protection & Affordable Care Act Summary. The Balance Retrieved from: https://www.thebalance.com/2010-patient-protection-affordable-care-act-
12:02pm Oct 15 at 12:02pm
“The Family and Medical Leave Act of 1993 (FMLA) aims to provide employees with job protection in cases of family or medical emergency” (Martocchio, 2017, Section 10.2). This leave ensures that an employee has the right to return to the position in which they left, or be given an equal position with the same pay and benefits as per agreement upon employment. The purpose of this act is to help families take reasonable leave for medical reasons such as the birth or adoption of a child and for the care of a child, spouse or parent that may have a serious health condition. This is to promote equal opportunity for both men and women (Department of Labor, n.d).
“ThePatientProtectionandAffordableCareAct(PPACA),enactedonMarch23,2010,isacomprehensivelawthat requires employers to offer health insurance to employees” (Martocchio, 2017, section 10.1). This law also includes that if an individual does not have insurance through an employer they must carry insurance independently or face a fine.
Both of these acts have implications for the employee and the employer. The FMLA protects the employee if a major medical event happens. While there are specifications for the amount of time an employee can be out on medical and protected under this act. This act protects the employee's job but does not mean that the employee will be paid during this leave. The benefit to the employer is that they do not need to pay an employee during this leave, but they will need a way to distribute the employee's tasks and job throughout the company without hiring and filling that position.
The PPACA has seen over the years to have more negative effects than positives but one of the pros that are identified is that employees that were not offered health insurance now have the option to have it. Unfortunately, this means that both the company and the employee may see an increase in costs. On the personal side, an employee with no insurance is being mandated to carry insurance from a 3rd
party and thus incur large premiums or take the penalty at tax time.
References:
Martocchio, J.J. (2017). "Strategic compensation: A human resource management approach."Retrieved from https://ashford.instructure.com/courses/53029/external_tools/retrieve?
Department of Labor. (n.d.). The Family and Medical Leave Act of 1993. Retrieved from https://www.dol.gov/whd/regs/statutes/fmla.htm.