![]() (5) to promote the goal of equal employment opportunity for women and men, pursuant to such clause. (4) to accomplish the purposes described in paragraphs (1) and (2) in a manner that, consistent with the Equal Protection Clause of the Fourteenth Amendment, minimizes the potential for employment discrimination on the basis of sex by ensuring generally that leave is available for eligible medical reasons (including maternity-related disability) and for compelling family reasons, on a gender-neutral basis and (3) to accomplish the purposes described in paragraphs (1) and (2) in a manner that accommodates the legitimate interests of employers (2) to entitle employees to take reasonable leave for medical reasons, for the birth or adoption of a child, and for the care of a child, spouse, or parent who has a serious health condition (1) to balance the demands of the workplace with the needs of families, to promote the stability and economic security of families, and to promote national interests in preserving family integrity (6) employment standards that apply to one gender only have serious potential for encouraging employers to discriminate against employees and applicants for employment who are of that gender. (5) due to the nature of the roles of men and women in our society, the primary responsibility for family caretaking often falls on women, and such responsibility affects the working lives of women more than it affects the working lives of men and (4) there is inadequate job security for employees who have serious health conditions that prevent them from working for temporary periods (3) the lack of employment policies to accommodate working parents can force individuals to choose between job security and parenting (2) it is important for the development of children and the family unit that fathers and mothers be able to participate in early childrearing and the care of family members who have serious health conditions (1) the number of single-parent households and two-parent households in which the single parent or both parents work is increasing significantly Prior to substituting PPL, the employee must sign a 12-week work obligation, agreeing to work for the Department of Defense (DoD) for not less than 12 weeks, beginning immediately after the PPL concludes.§2601. the intent to use PPL continuously or intermittently and.Prior to the use of the PPL, employees should request, in writing, their intention to use PPL. PPL may be used only in connection with the birth or placement, which results in the employee assuming a parental role with respect to the newly-born or newly-placed child (5 U.S.C. An employee must first invoke FMLA for the birth or placement of a child with the employee for adoption or foster care. The Paid parental leave (PPL) provision of the Family Medical Leave Act (FMLA) entitles eligible employees to substitute up to 12 weeks of PPL for their unpaid FMLA entitlement. As a result, the Family and Medical Leave Act (FMLA) provisions were amended in Title 5, United States Code (U.S.C) to provide up to 12 weeks of paid parental leave to eligible Federal employees in connection with the birth or placement of a child occurring on or after October 1, 2020. On October 1, 2020, Paid Parental Leave (PPL) became available to federal employees in connection with a qualifying birth or placement (for adoption or foster care). The term serious health condition is not intended to cover short-term conditions involving a brief recovery, the common cold, an upset stomach, earaches, or routine dental issues, unless complications arise. ![]()
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