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• W296669771 abstract "I. INTRODUCTION The Family and Medical Leave Act of 1993 (FMLA or Act), an act that extends twelve weeks to employees for certain medical and family situations, seemed like a panacea for the everyday battles employees face in balancing work and family needs.1 At last, the Act's supporters thought, an employee can take time off to care for a loved one, or have a child, and return to find his or her job intact. In the eight years since its enactment, however, the finds employees and employers alike disillusioned, uncertain about rights and obligations, and still fighting to balance work and family needs by being forced to follow the FMLA's complex procedures. Furthermore, the and accompanying regulations provide attorneys and judges with a great deal of confusion in reconciling seemingly conflicting provisions. This Term, the Supreme Court will hear its first case ever under the and will hopefully give employers, employees, and lower courts needed guidance on interpreting the delicate balance between business and families that Congress sought to achieve.2 Currently, several U.S. circuit courts disagree over the validity of a Department of Labor (DOL) regulation promulgated to preserve employees' rights upon taking (29 C.F.R. (Sec) 825.208(c)).3 The regulation requires that employers designate qualifying as FMLA leave at the beginning of the period.4 If an employer fails to notify employees of the designation, none of the absence preceding proper notice counts toward the employee's twelve-week entitlement under the FMLA.5 As a result, without proper notice regarding designation of as FMLA leave, an employee could receive more than twelve weeks total leave. All three circuit courts that have faced the issue, and numerous district courts, examined the agency interpretation under the well-established Chevron test.6 In the unanimous Chevron decision, the Supreme Court established a two-step test applicable to judicial review of agency interpretations of agency-administered regulations.7 As will be detailed later in this Note, the Chevron test provides courts with a vehicle to determine whether Congress has left a gap in a statutory scheme for an agency to fill with regulations, and whether the agency's subsequent regulations comport with congressional intent.8 The Eighth and Eleventh Circuits have invalidated the regulation as contrary to the language and congressional intent to provide only twelve weeks of leave.9 The Sixth Circuit, however, has held that the statute does not speak to the issue of employer notice of designation, and therefore, the DOL regulation evinces a permissible and reasonable construction of the statute and is valid.10 The Supreme Court will resolve the conflict in the 2001-2002 Term by reviewing the Eighth Circuit's decision in Ragsdale v. Wolverine Worldwide, Inc. This Note will first briefly sketch the statutory and administrative scheme that the creates and provide an illustrative example. Next, it will examine the reasoning behind the cases that make up this circuit split. While the flexible language of the Chevron test can support either result, this Note contends that the constitutional principles behind the Chevron test demand the invalidation of the section of the regulation that potentially allows more than twelve weeks of leave.11 Finally, this Note will elaborate upon these constitutional principles and Congress's deliberate policy choices in enacting the FMLA, which in this case should not be changed or improved by the DOL's interpretation. This Note advocates invalidating the current version of 29 C.F.R. (sec) 825.208(c) as contrary to the because the regulation potentially allows employees more than twelve weeks of when Congress made a deliberate and controversial choice to allow only twelve weeks of leave. II. THE SCHEME A. …" @default.
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• W296669771 date "2002-01-01" @default.
• W296669771 modified "2023-09-24" @default.
• W296669771 title "FMLA Notice Requirements and the Chevron Test: Maintaining a Hard-Fought Balance" @default.
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