Promote self awareness with this early childhood lesson plan by Patti H. Butcher paper, crayons or markers, the child's clothes and scissors. The child lays down on the butcher paper and the teacher traces the child's outline. The child then colors in the face, eyes, nose, ears, hair, what ever they are able to do on their own.
The FMLA provides a means for employees to balance their work and family responsibilities by taking unpaid, job-protected leave for certain reasons. The Act is intended to promote the stability and economic security of families as well as the nation's interest in preserving the integrity of families.
The FMLA applies to any employer in the private sector who engages in commerce, or in any industry or activity affecting commerce, and who has 50 or more employees each working day during at least 20 calendar weeks in the current or preceding calendar year.
The law also covers all public agencies state and local governments and local education agencies schools, whether public or private. These employers do not need to meet the "employee" test. To be eligible for FMLA leave, an individual must meet the following criteria: Be employed by a covered employer and work at a worksite within 75 miles of which that employer employs at least 50 people; Have worked at least 12 months which do not have to be consecutive for the employer; and Have worked at least 1, hours during the 12 months immediately before the date FMLA leave is to begin.
An employer need not count employment prior to a break in service of seven years or more unless there was a written agreement between the employer and employee including a collective bargaining agreement to rehire the employee, or the break in service was due to fulfillment of military service in the National Guard or Reserves.
Eligible employees are entitled to: Twelve workweeks of leave in any month period for: National Guard or Reserves in support of a contingency operation Twenty-six workweeks of leave during a single month period to care for a covered servicemember with a serious injury or illness if the employee is the spouse, son, daughter, parent, or next of kin of the servicemember Military Caregiver Leave If an employee was receiving group health benefits when leave began, an employer must maintain them at the same level and in the same manner during periods of FMLA leave as if the employee had continued to work.
An employee may elect or the employer may require the substitution of any accrued paid leave vacation, sick, personal, etc. Substitution means the accrued paid leave runs concurrently with the FMLA leave period.
Employees may take FMLA leave intermittently or on a reduced leave schedule that is, in blocks of time less than the full amount of the entitlement when medically necessary or when the leave is due to a qualifying exigency.
Taking intermittent leave for the placement for adoption or foster care of a child is subject to the employer's approval. Intermittent leave taken for the birth of a child is also subject to the employer's approval.
However, employer approval is not required for intermittent or reduced schedule leave that is medically necessary due to pregnancy, a serious health condition, or the serious illness or injury of a covered servicemember.
Employer approval also is not required when intermittent or reduced schedule leave is necessary due to a qualifying exigency. When the need for leave is foreseeable, an employee must give the employer at least 30 days notice, or as much notice as is practicable.
When the leave is not foreseeable, the employee must provide notice as soon as practicable in the particular circumstances.
In requesting leave an employee need not specifically reference the FMLA but must provide sufficient information for the employer to reasonably determine whether the FMLA may apply to the leave request.
By contrast, when the employee seeks leave for a qualifying reason for which the employer has previously provided the employee FMLA-protected leave, the employee must specifically reference the qualifying reason for the leave or the need for FMLA leave.
An employer may also require periodic reports of the employee's status and intent to return to work during the leave. An employee who returns from FMLA leave is entitled to be restored to the same or an equivalent job with equivalent pay, benefits, and other terms and conditions of employment.
The employee may, but is not entitled to, accrue additional benefits during periods of unpaid FMLA leave. However, the employer must return him or her to employment with the same benefits at the same levels as existed when leave began.
Employee Rights The FMLA provides that eligible employees of covered employers have a right to take job-protected leave for qualifying events without interference or restraint from their employers and without being retaliated against for exercising or attempting to exercise their FMLA rights.
An eligible employee has the right to have group health insurance maintained during a period of FMLA leave under the same terms and conditions as if the employee had not taken leave and has the right to be restored to the same or an equivalent position at the end of the FMLA leave.
The FMLA also gives employees the right to file a complaint with the Wage and Hour Division, file a private lawsuit under the Act or cause a complaint or lawsuit to be filedand testify or cooperate in other ways with an investigation or lawsuit without being fired or discriminated against in any other manner.
Employees and other persons may file complaints with a local Wage and Hour Division office http: The Department of Labor may file suit to ensure compliance and recover damages if a complaint cannot be resolved administratively. Most employees also have private rights of action, without involvement of the Department of Labor, to correct violations and recover damages through the courts.
All covered employers are required to display and keep on display a poster explaining the provisions of the FMLA and telling employees how to file a complaint with the Wage and Hour Division of violations of the Act.
The poster must be displayed prominently where employees and applicants for employment can see it. The poster and all the text must be large enough to be easily read and contain fully legible text. Covered employers must display the poster even if no employees are eligible for FMLA leave.
To meet the posting requirements, employers may use the prototype poster prepared by the Department or may use another format so long as the information provided includes, at a minimum, all of the information contained in that notice.
Electronic posting is permitted as long as it meets all of the posting requirements. If a covered employer has any eligible employees, it must also provide general notice to each employee by including the notice in employee handbooks or other written guidance to employees concerning benefits or leave rights if such written materials exist.
If such written materials do not exist, the employer may accomplish this by distributing a copy of the general notice to each new employee upon hire. In either case, distribution may be accomplished electronically. An employer may duplicate the text of the Poster to meet this general notice requirement, or may use another format so long as the information provided includes, at a minimum, all of the information contained in that notice.
The eligibility notice must state whether the employee is eligible for FMLA leave, and if the employee is not eligible, must state at least one reason why the employee is not eligible. Rights and Responsibilities notice.By Focus on the Family "Bear one another's burdens, and so fulfill the law of Christ." (Galatians ) Sharing responsibility means being on the same team.
rights and some of our responsibilities to help you. Get an electronic or: paper copy of your • Share information with your family, close friends, or others involved in: writing. If you tell us we can, you may change your mind at any time. Let us know in writing if you. Family and Medical Leave Act Advisor (/elaws/arteensevilla.com): This interactive Web-based tool provides general information about application of the FMLA, including valid reasons for leave, employee/employer notification responsibilities, and employee rights and benefits.
FREE Family/Friends Worksheets. Looking to discuss family and friends in your ESL classroom? If so, you have come to the right place. The last activity is a short writing activity that gives students the chance to talk about their own families which is great practice. If your students have already covered basic family vocabulary, take a 5/5(3).
The Clerc Center's beliefs about the importance of language and communication in the development of students' literacy skills are the foundation of our literacy program. Through a review of best practices in reading and writing, we have identified nine practices (Literacy: It All Connects) that create a comprehensive approach to literacy learning.
Family and Medical Leave Act Advisor (/elaws/arteensevilla.com): This interactive Web-based tool provides general information about application of the FMLA, including valid reasons for leave, employee/employer notification responsibilities, and employee rights and benefits.