A. 1.
Up to 12 weeks of unpaid leave during a 12-month period are available to employees for the birth of a child or care for the newborn within 1 year of birth, care for an adopted child within 1 year of placement, care for a family member with a serious health condition, a serious health condition that prevents the employee from performing the duties of their job, or any qualifying exigency involving an immediate family member that is on “covered active duty.”
The FMLA also provides employees up to 26 workweeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness if they are immediate family.
You must work for a covered employer. Government agencies, and elementary and secondary schools are covered regardless of the number of employees. Private employers with at least 50 employees are covered by the law. You must have worked for the employer for at least 12 months. Seasonal work does count, but a break in service over 7 years disqualifies the previous work. ("Family and Medical Leave Act," n.d.) 2.
Employee A was given the appropriate entitlements from the Family and Medical Leave Act. The employee met eligibility requirements because he worked for the company at least 12 months and requested leave for an eligible reason. Employee A would be covered by his health insurance plan during the 11-week leave. 3.
Employee A was placed back with the company in his former position at the same rate of pay. The FMLA does not grant the employee wages during their leave, so the denial of 11 weeks of pay was not illegal. No violation occurred. B. 1.
The ADEA protects employees and job applicants over the age of 40 from age discrimination. The ADEA makes it illegal for an employer to retaliate against someone who opposes discriminatory employment practices based on age.
Employers are also