LIT1 Task1

A1. The family medical leave act of 1993 guarantees an employee:

- 12 weeks of leave in a 12 month period to care for a newborn or child within the

first year of life.

-12 weeks of leave in a 12 month period to care for their spouse, child or parent

who has a serious medical condition.

-12 weeks of leave in a 12 month period if the employee suffers from a serious

medical condition and they are unable to perform the essential duties of their job.

FMLA entitles eligible employees to take un paid yet job protected leave.

A2. The employee is not entitled to pay for the 11 weeks that the employee was on

leave. FMLA only guarantees the eligible employee 12 weeks off and protection of

his job. The employee was allowed to take the 11 weeks off that he requested

without loss of his job, position or salary rate. The employee was allowed up to 12

weeks of job protected leave within the first year of his childs life. His employer

granted him the leave and his job was never at risk.

A3. No violation has occurred in this scenario. The employee’s position and pay

rate were held and kept the same. The employee was within the allowed time limit

using only 11 of the 12 allowed weeks.

B1. The age discrimination in Employment act of 1967 protects against:

-Pre-employment inquires- The ADEA does not stop an employer from asking an

applicant’s age or date of birth, but because this information may lead to denial of

employment, the requests will be reviewed carefully to make sure the inquiry was not

unlawfully requested.

-The employee being discriminated against and denied employment or promotion

because of age.

- Age requirements in job advertisements and recruiting except for rare

circumstances.

B2. The employee was discriminated against and denied the promotion due to his

age.