Which Act allows employees to take up to 12 weeks of unpaid, job-protected leave per year to care for a newborn or adopted child, for personal medical leave, or to care for an immediate family member?

Which Act allows employees to take up to 12 weeks of unpaid, job-protected leave per year to care for a newborn or adopted child, for personal medical leave, or to care for an immediate family member?

• A. Rehabilitation Act of 1973
• B. Family Medical Leave Act of 1993
• C. Architectural Barriers Act
• D. Help America Vote Act

Answer: (B)

The Family Medical Leave Act of 1993 gives eligible employees up to 12 weeks of unpaid, job-protected leave in a 12-month period for specific family and medical reasons. This means you can take time off without losing your job, and your employer must restore you to the same position (or an equivalent one) when you return. The leave can be used for the birth or placement of a child for adoption or foster care, for your own serious health condition, or to care for an immediate family member with a serious health condition. Health insurance coverage continues under the same terms while you’re on leave, though you may use accrued paid leave if your employer allows it. Eligibility and scope matter: not every worker or employer is covered, and you must meet certain criteria (such as working for a covered employer and meeting minimum hours worked and duration of employment) to qualify. The other acts mentioned address different issues and do not provide this kind of leave entitlement.

The Family Medical Leave Act of 1993 gives eligible employees up to 12 weeks of unpaid, job-protected leave in a 12-month period for specific family and medical reasons. This means you can take time off without losing your job, and your employer must restore you to the same position (or an equivalent one) when you return. The leave can be used for the birth or placement of a child for adoption or foster care, for your own serious health condition, or to care for an immediate family member with a serious health condition. Health insurance coverage continues under the same terms while you’re on leave, though you may use accrued paid leave if your employer allows it.

Eligibility and scope matter: not every worker or employer is covered, and you must meet certain criteria (such as working for a covered employer and meeting minimum hours worked and duration of employment) to qualify. The other acts mentioned address different issues and do not provide this kind of leave entitlement.