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The purpose of the Family and Medical Leave Act (FMLA) primarily centers around providing eligible employees with job security while taking a leave of absence for certain family and medical reasons. This means that if a temporary employee qualifies under FMLA provisions, they can take leave without risking their job status, allowing them to return to their position or an equivalent one after the leave period.

It’s crucial to note that not all temporary employees are entitled to FMLA protections; eligibility depends on factors such as the length of employment and the size of the employer. However, for those who meet the criteria, the act serves as a safeguard against the loss of employment due to significant life events, such as the birth of a child or a serious health condition.

The other options do not align with the core intent of the FMLA as they focus on protections or limitations that are not the primary objectives of the act. FMLA aims to ensure job protection, not to directly provide blanket protections against termination or to dictate staffing strategies.