step parent. Oregon: Domestic partner, grandparent, grandchild or parent-in-law. Rhode Island: Domestic partners of state employees, parent-in-law. Vermont: Civil union partner, parent-in-law. Wisconsin: Parent-in-law. District of Columbia: Related to the worker by blood, legal custody, or marriage; person with whom the employee lives and has a committed relationship; child who lives with employee and for whom employee permanently assumes and discharges parental responsibility. Increasing the uses for FMLA leave FMLA leave can be used for a worker's serious health condition, the serious health condition of a family member, or upon the arrival of a new child. State FMLA laws and the new military family provisions of the FMLA have broadened these categories: Connecticut: Organ or bone marrow donor. Maine: Organ donor; death of employee's family member if that family member is a servicemember killed while on active duty. Maryland: Maryland Family Leave Act (MFLA) – Organ donor, Person Standing in Loco Parentis, For Service Leave, and added a specific anti-retaliation penalty on top of FMLA recovery. Runs parallel to FMLA. Oregon: Care for the non-serious injury or illness of a child requiring home care. Unpaid leave for other related purposes Several states have passed FMLA-type statutes to give parents unpaid leave for other related purposes, including: Attending child's school or educational activities. Examples include California, District of Columbia, Massachusetts, Minnesota, Rhode Island, Vermont, and others. Taking family members to routine medical visits. Massachusetts and Vermont. Addressing the effects of domestic violence, stalking, or sexual assault. Examples include Colorado, Florida, Hawaii, and Illinois. Significance In 2003, Han and Waldfogel found that “only about 60% of private sector workers are covered” due to the clause stipulating a minimum number of employees, and once the clause stipulating a minimum number of hours worked is added, only 46% of private sector workers are eligible for leave under the FMLA. In June 2007, the Department of Labor's Employment Standards Administration estimated that of 141.7 million workers in the United States, 94.4 million worked at FMLA-covered worksites, and 76.1 million were eligible for FMLA leave. Only eight to 17.1 percent of covered, eligible workers (or between 6.1 million and 13.0 million workers) took FMLA leave in 2005. The 2008 National Survey of Employers found no statistically significant difference between the proportion of small employers (79%) and large employers (82%) that offer full FMLA coverage. A 2012 Department of Labor study which was assisted through workplace surveys