Employee A Scenario & Explanation: Employee A’s situation pertains characteristics covered under the Family & Medical Leave Act by being with company X longer than 6 months. Assuming he’s also reached the minimum hours worked of 20 hours a week or 1,250 hours worked in each calendar year. Company X holds 75 employees and only 50 must be employed within 75 miles to qualify for FMLA benefits. In reviewing employee A’s situation and Company X’s qualifications in accordance to the provisions of the FMLA , employee A qualifies for up to 12 weeks unpaid time off, with no repercussions of losing his current job, pay rate, or hierarchical position while he tends to his wife and newborn child. FMLA leave does not however compensate salary for time missed but ensures he will keep his job despite the missed time within the 12 month period of birth. Although he may use his sick and/or vacation time along with FMLA leave to cover pay lost during those 12 weeks. With this being said, there is no violation of policy in this case. If any future employees have foreseeable leave, they must inform management 30 days prior when possible. However as emergencies aren’t predictable, as early notice as possible is preferred. We must make sure to file the proper FMLA certification for and notification form within two days of request and employees have 15 days to fill out and return the forms. Also keep in mind that it is also imperative to file these forms separate due to confidentiality. Company paid medical benefits can also continue for employees that work past their 12 weeks FMLA leave as long as they maintain 8 hours a month.

Employee B Scenario & Explanation: In Employee B’s case, the Age Discrimination in Employment Act (ADEA) states employees 40 years old or