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What Are Your Rights with a Medium-Sized Company?

June 6, 2017 by Bethanie Ryan

rights in a medium sized company

In determining how any size employer accommodates families, a good place to begin is Feminists for Life’s Family-Friendly Workplace Evaluation, from “Raising Expectations in the Workplace.” This tool helps to identify what policies, resources, employer and community support, and communications strategies employees and employers can use to work together. Among the issues covered in Feminists for Life’s survey are flexibility in work situations, accessibility for parents, health, safety, and family leave.

Does the 1993 Family and Medical Leave Act apply to mid-sized companies?

If the company has at least 50 employees in a 75 mile radius, then the FMLA applies. Also, public agencies and public or private schools, even with fewer than 50 employees, must comply with FMLA. Workers must have a 12-month tenure with the employer to be eligible for the time off.

What family-friendly approaches do mid-sized employers offer?

Many private businesses support some working from home to not only keep their employees satisfied but also as a strategy that makes more prospective workers interested in their companies. About two thirds of U.S. state agencies surveyed list improved morale as the big benefit to flexible schedules. There is also the health benefit of decreased stress among employees attempting to find balance in their work and family lives. Both fewer doctor visits and better sleep have been attributed to workers’ feelings of increased autonomy.

Several empirical studies have correlated flexible work arrangements with increased productivity. In retail situations, for instance, employees with more control over their schedules report more satisfaction with their jobs. Their managers see that satisfaction translated into better interaction with customers.

Besides flexible scheduling, as much as 12 weeks of unpaid leave may be available in a year for such situations as the birth or adoption of a child or the illness of the employee or of one of his or her family members. A worker now has more choices when caring for family without fearing loss of a job. Some workers are able to opt for intermittent leave to not only allow for recuperation and bonding after the birth of a child, for instance, but also for major events like training a new nanny or planned surgeries for the child.

What about health insurance for dependents?

When a workplace already extends coverage to dependents, the cost and amount of coverage should make health care reasonable for parents. Prioritizing better insurance when negotiating for family-friendly benefits makes sense. For more information about insurance and health care, see the health care page.

Are there other perks a mid-sized business might offer parents?

All or some of the parental leave may be paid. More employees also increase the demand for not only flexible scheduling and telecommuting, but also for lactation rooms and on-site day care. When child care is available on site, other family-friendly policies are feasible. In a 2013 report by Human Capital Institute, about 40 percent or more human resource professionals reported that family-friendly policies reduced absenteeism, turnover, and employee stress in their organizations. So even mid-sized businesses can see the benefit.

By Cheryl Blake

Filed Under: Know Your Rights at Work, Work Tagged With: employee rights, medium-sized company, parenting rights, pregnancy rights

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Check out "Learn the Basics of Unemployment Benefi Check out "Learn the Basics of Unemployment Benefits," courtesy of Women Deserve Better Expert and legal aid attorney Susan Schoppa.
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A woman out of work recently sent us the following A woman out of work recently sent us the following email. We wanted to share her thoughts with you:
The most common feelings I experience as an unemployed job seeker: 
1. Rejection/Sorrow. Something is wrong with me… because it cannot be that I don't have more than the required training or education or experience... so it must be me.
2. Anxiety from inadequacy of effort. Something would come along if I just tried harder (more than daily searches, weekly job clubs, outreaches on LinkedIn, etc.).
3. Aloneness. Other people with fewer skills, less education and experience… are getting jobs. They won't understand how alone I am in this. Other people must have a lot of resources to not have to work for this long, and I am barely making it and can't afford things now. I am alone in this.
4. Hopelessness. Scores of applications and letters to employers have gone unanswered for weeks and now months. What's the use?
5. Blaming myself and/or self-doubt. Why didn't I see the writing on the wall and find something while I still had a job? I guess I really am as stupid as these employers think I am.
6. Confusion. I am now out of my routine, so things don't fall into place like they once did. Am I getting dementia? Is this normal?
7. Anger. If my employer thought I was so great to give me a very good review several years in a row, why haven't they told me of other available jobs after this one ended? Shame on them!
8. Embarrassment. People may think I lost my job because I was a marginal or lazy employee. They don't know how hard I worked, and that the termination was due to issues not of my doing. They may see me as someone who deserved this.
9. Fear. What if I can't find a job in time before we lose our place to live?
10. Happiness. It can be a good thing to start over sometimes.
Have you ever felt like this woman? Please know that there is help. Check out our latest article on Women Deserve Better, "Find Help When You Can’t Find a Job":
https://www.womendeservebetter.com/find-help-when-

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Are you struggling to pay your rent or mortgage? A Are you struggling to pay your rent or mortgage? Are you worried about losing your home? Here is some information about what could happen if you can't pay all of your rent or mortgage, courtesy of Women Deserve Better Expert and legal aid attorney Susan Schoppa.

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