I am writing to you today to bring attention to a critical issue affecting employees across our state, particularly those balancing long-term employment with family responsibilities. My recent experience at ABC highlighted a significant gap in current labor protections that I believe warrants legislative action.

For seven years, I was a dedicated employee at ABC Supply working a consistent 8:00 AM to 4:30 PM schedule. This schedule allowed me to effectively manage my work responsibilities alongside my family commitments, including caring for a child with special needs. However, following a recent company merger, established work schedules were unilaterally altered, with the company attempting to force a 6:00 AM to 2:30 PM shift as the new standard.

The most concerning aspect of this change was the company's directive that employees needing to maintain their long-standing 8:00 AM to 4:30 PM schedule would be required to utilize their Family and Medical Leave Act (FMLA) hours. FMLA is a vital federal protection designed for serious medical and family emergencies. Forcing its use for routine work schedule accommodation undermines its critical purpose and places an undue burden on employees, especially parents and caregivers who rely on these hours for unpredictable and essential care.

This practice effectively penalizes employees for having long-established family responsibilities and depletes their FMLA bank, leaving them vulnerable when genuine medical crises arise. It also creates a disincentive for companies to reasonably accommodate long-term employees' established schedules, even when such accommodations have historically proven feasible and non-disruptive to operations. 
The access to respite care, therapy services, etc. are impossible to get as is, and certainly not available at certain times or early hours in the morning. 

I propose the need for legislation that would 

1.  *Protect established work schedules:* Mandate that employers make reasonable accommodations for long-term employees to maintain established work schedules, particularly when these schedules have been in place for a significant period (e.g., 5+ years) and the accommodation does not create undue hardship for the employer.

2. *Prevent FMLA misuse:*
Prohibit employers from requiring employees to use FMLA hours for the purpose of maintaining an established work schedule, unless there is a genuine, FMLA-qualifying medical or family reason directly related to the need for the schedule change.

Such a law would safeguard employees' ability to balance work and family life without sacrificing critical FMLA protections. It would also encourage employers to engage in good-faith efforts to accommodate their long-term workforce, recognizing their dedication and the stability they bring. Please consider supporting Emmett’s Law. I believe there are many special needs  parents in the country struggling the same way I am, and this could really help improve their mental health and change their lives.