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• W310016569 abstract "By creating an across-the-board, routine employment benefit for all eligible employees, Congress sought to ensure that family-care leave would no longer be stigmatized as an inordinate drain on the workplace caused by female employees, and that employers could not evade leave obligations simply by hiring men. By setting a minimum standard of family leave for all eligible employees, irrespective of gender, the Family and Medical Leave Act attacks the formerly statesanctioned stereotype that only women are responsible for family caregiving, thereby reducing employers' incentives to engage in discrimination by basing hiring and promotion decisions on stereotypes. -Chief Justice William H. Rehnquist, Majority Opinion, Nevada Department of Human Resources v. Hibbs1 I. Introduction Ten years after Congress passed the Family and Medical Leave Act (FMLA) of 1993,2 the Supreme Court in Nevada Department of Human Resources v. Hibbs revisited one of the Act's primary aims: the production of a workforce that does not discriminate against women on the basis of presumed obligations to private-sphere responsibilities. To achieve this goal, the drafters of the FMLA sought to adjust the baseline of worker expectations to produce a norm that family leave is both socially acceptable and consistent with workplace standards. Unfortunately, as the Hibbs decision reflects, such gendered stereotyping and family-unfriendly workplace norms persist in the American workforce. The Act has done little to change the gendered patterns of leave taking for family-care purposes, and social research indicates that entrenched gender-role norms perpetuate patterns in which men devote time to work while women take up responsibilities for family health and functioning. In light of the Court's recent reflections in Hibbs, as women still do take on the majority of family responsibilities, has the FMLA made enough progress toward reducing employers' incentives to discriminate based on stereotyped expectations of women's attendance, productivity, or commitment? To make the FMLA work as envisioned, we must first see some necessary change in the social underpinnings upon which it is built. The gender-neutral guarantees in the FMLA cannot manufacture equality. Instead, they will only reflect equality when applied to a society that is willing to embrace and encourage that equality. I argue in this Note that such social aims are not outside the reach of the law. To the contrary, the law must endeavor to remedy these underlying social problems, lest statutes like the FMLA become hollow promises. When the FMLA went into effect, it became our nation's first federal family leave statute.3 The Act entitles employees of qualifying employers4 to take up to twelve weeks of unpaid leave per twelve-month period to care for a newborn or newly adopted child; to care for a spouse, child, or parent who is suffering from a serious medical condition; to receive treatment for the employee's own serious medical condition; or to respond to exigencies created by a family member's active military duty.5 The FMLA was enacted, at least in part, to produce antidiscriminatory effects and to reduce gender inequality in certain workplaces. Although its major shortcomings in achieving those goals quickly became apparent, nearly twenty years later the statutory scheme still stands without major amendment.6 Meanwhile, the social problems it aimed to remedy are ever present. Of primary significance, women still take FMLA caretaking leave much more frequently than men do, and as a result, women continue to face stereotypes that hinder their professional advancement and keep men in superior and more stable positions in the workforce. The FMLA may in some cases even function to entrench these differences by recreating and validating social and market incentives for women to shoulder the burden of family responsibilities. This Note first chronicles the history and effects of the FMLA. …" @default.
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• W310016569 date "2012-04-01" @default.
• W310016569 modified "2023-09-26" @default.
• W310016569 title "Using Financial Incentives to Achieve the Normative Goals of the FMLA" @default.
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