for providing this notice is established. Enforcement Employees or the Secretary of Labor can bring enforcement actions, but there is no right to a jury for reinstatement claims. Employees can seek damages for lost wages and benefits, or the cost of child care, plus an equal amount of liquidated damages unless an employer can show it acted in good faith and reasonable cause to believe it was not breaking the law. There is a two-year limit on bringing claims, or three years for willful violations. Non-eligible workers and types of leave The federal FMLA does not apply to: workers in businesses with fewer than 50 employees (this threshold does not apply to public agency employers and local educational agencies as they are covered employers by name but there still must be at least 50 employees with a 75-mile radius for the employee to be eligible for FMLA leave); part-time workers who have worked fewer than 1,250 hours within the 12 months preceding the leave and a paid vacation; workers who need time off to care for seriously ill elderly relatives (other than parents), unless the relative was acting in loco parentis at the time the worker turned 18; workers who need time off to recover from short-term or common illness like a cold, or to care for a family member with a short-term illness; elected officials; and workers who need time off for routine medical care, such as check-ups. workers who need time off to care for pets; State family leave Some states have enacted laws that mandate additional family and medical leave for workers in a variety of ways. By 2016 four states had laws for paid family leave: California since 2002, New Jersey since 2008, Rhode Island since 2013, and New York since 2016. Washington state passed a paid family and medical leave law in 2007, but the law has not taken effect due to a lack of funding mechanism. Dropping the employer threshold The federal FMLA only applies to employers with 50 or more employees within 75 miles. Some states have enacted their own FMLAs that have a lower threshold for employer coverage: Maine: 15 or more employees (private employers) and 25 or more (state or municipal employers). Maryland: 15 or more employees (private employers): up to seven days for bone marrow donation, 30 days for organ donation. Minnesota: 21 or more employees (parental leave only). Oregon: