Difference Between OFLA and FMLA

OFLA vs FMLA

We humans have our own rights in which our human counterparts must provide and must abide. This is specially true for professionals and workers under all jobs and in any circumstances. Some countries have set their own laws to protect their citizens from any forms of oppression and injustice in the workplace since some employers are very much demanding for their employee’s time and life.

In the U.S., there is this law for all workers and professionals which is the OFLA and the FMLA. Let us try to differentiate between both words and laws.

“FMLA” stands for “Family Medical Leave Act” while “OFLA” stands for “Oregon Family Leave Act.” Both laws apply to individuals, but both have specific protocols to be followed in order to be approved for the leave.

These criteria are: the employee has a serious health condition such as being pregnant or chronic conditions requiring medical treatment, long-term conditions requiring medical treatment, multiple medical treatments, and so on and so forth. Another criteria is having a family member with a serious health condition. This family member must be your spouse, child, or parent. Another criterion is birth of one’s child and the caring for the child after birth. The last criterion also includes the care for your child after adoption.

OFLA applies to workplaces with 25 or more employees but less than 50. FMLA applies to workplaces with 50 or more employees. To be eligible for OFLA, the employees must have worked for 180 calendar days with 25 hours a week to be eligible while for FMLA it must be at least 12 months or at least 1,250 hours for that 12 months.

Both FMLA and OFLA allow employees up to 12 weeks of leave.

Summary:

1. “FMLA” stands for “Family Medical Leave Act” while “OFLA” stands for “Oregon Family Leave Act.”
2. Both laws apply to individuals, but both have specific protocols to be followed in order to be approved for the leave.
3. OFLA applies to workplaces with 25 or more employees but less than 50. FMLA applies to workplaces with 50 or more employees.
4. To be eligible for OFLA, the employees must have worked for 180 calendar days with 25 hours a week to be eligible while for FMLA it must be at least 12 months or at least 1,250 hours for that 12 months.

Sharing is caring!