Second place “winner” was affirmative-action regulations, but with a mere 15%. The remainder was roughly evenly distributed as compliance issues with:
- 9% – The Americans With Disabilities Act.
- 9% – Employee Retirement Income Security Act (ERISA)
- 8% – Workplace-safety rules enforced by OSHA.
- 8% – COBRA, which allows ex-employees to continue receiving health insurance through their former employers at group rates, if they pay the full premium themselves.
FMLA was signed into law in 1993, and protects workers from losing their jobs when they take time off to address critical personal and family matters, whether it’s the birth of a child or the illness of a parent.
It requires employers with 50 or more employees to grant up to 12 weeks of unpaid, job-protected leave in any 12-month period to eligible workers for the birth or adoption of a child, for their own illness, or to care for a seriously ill relative.
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