• FMLA laws enable people to take time off from work for family care.financial analyst workplace image by luka from Fotolia.com
  
  In 1993, Congress passed the Family and Medical Leave Act (FMLA), a set of mandates intended to make workplaces more family-friendly. While some states have made their own revisions, Georgia's FMLA labor laws comply with the federal standard. The FMLA laws in Georgia apply to companies with 50 or more employees and state that under certain conditions related to their families or personal lives, employees may take up to 12 weeks of unpaid leave without risking their employment status.
  
  

Birth or Adoption

• Parents may use FMLA following the arrival of a newborninfant, baby image by Natalja from Fotolia.com
  
  Regardless of an employer's individual parental leave policy, the Family Medical Leave Act (FMLA) allows parents to take unpaid time off to care for a new child, whether that child has arrived via birth, adoption or foster placement.
  
  

Serious Illness or Injury of Self or a Family Member

• FMLA applies to a family member's serious illness or injury.doctor with injection image by Lisa Eastman from Fotolia.com
  
  Should a family member become seriously ill or badly injured and need intensive hands-on care, the FMLA allows an employee in Georgia to take up to 12 weeks off to care for that family member. The same rules apply should the employee himself be the sick or injured party.
  
  

Recent Updates to 1993 FMLA

• In 2009, FMLA was amended to include care for returning veterans.veteran image by araraadt from Fotolia.com
  
  When the FMLA was signed in 1993, the U.S. was not at war. Developments over the past decade have significantly increased stress on military families. Accordingly, in October of 2009, the FMLA was expanded to provide additional benefits for families with a member on active duty or for families caring for a recently injured veteran.
  
  

What the FMLA Guarantees

• The FMLA ensures that workers in Georgia who are full-time salary earners at companies with over 50 employees may resume their former job as long as they return after no more than 12 weeks. If the identical job is not available, they must be provided with a job that is substantially equal in pay, responsibilities and benefits.