Reason And Entitlement
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The Family and Medical Leave Act (FMLA) is administered by the Wage and Hour Division (WHD). 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.
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.
Designation notice. The employer is responsible in all circumstances for designating leave as FMLA-qualifying and giving notice of the designation to the employee. When the employer has enough information to determine whether the leave is being taken for an FMLA-qualifying reason, such as after receiving a certification, the employer must notify the employee whether the leave is designated and will count as FMLA leave within five business days, absent extenuating circumstances. Only one designation notice for each FMLA-qualifying reason per applicable 12-month leave year is required. The employer must also notify the employee if it determines that the leave is not FMLA-qualifying and will not be designated as FMLA leave.
People who feel entitled to admiration and respect from others do not make good companions. This research shows one reason why. Entitled people adopt self-image goals (goals that aim to construct and defend a positive self-image), which then lead to interpersonal conflict and hostility. Studies 1A and 1B documented a unique relation between entitlement and self-image goals. Study 2 extended these results by showing, via a longitudinal design, that entitlement prospectively predicts chronic self-image goals. These chronic self-image goals then predict chronic relationship conflict and hostility, all averaged over 10 weeks. Further, Study 2 revealed that self-image goals mediate the effect of pretest entitlement on both weekly hostility and conflict. These results suggest that by pursuing self-image goals, entitled people create conflict and hostility in their relationships.
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