Speaking with the senior vice-president of operations it has been brought to my attention that there are three personnel situations that need immediate attention. His concern is Company X may have violated certain federal acts. My analyses of the three situations are as follows: Situation A An employee with two years of service requested leave to be with his spouse as she was giving birth prematurely to twins. The requested leave was granted by a former manager under the FMLA guidelines. The
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laws that will affect the limousine service located in Austin, Texas. 1. Age Discrimination in Employment Act of 1967 2. Immigration Reform and Control Act of 1986 3. Americans with Disabilities Act of 1990 4. Family and the Medical Leave Act of 1993 5. Sexual Harassment in the Place of Work Age Discrimination in Employment Act of 1967 The Age Discrimination in Employment Act of 1967 requires employees to avoid employment discrimination against anyone at least 40 in the United States
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four employment laws will be discussed in detail. They are as follows American with Disabilities act of 1990, the age discrimination in Employment act of 1967, Family Medical Leave Act, and Texas Payday Law. The Americans with Disabilities act of 1990 The Americans with Disabilities Act excludes any company from discriminating qualified people who have a disability. This law protects people with many disabilities. The disabilities could consist of anything such as walking, talking, seeing, and learning
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in line with the ADA (the Americans with Disabilities Act of 1990. After comprehensive research on AIDS and its features to assess its ability to make its victims to fall into the category
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issues, it is clearly a “sign of the times” we live in. For instance, the Americans with Disabilities Act of 1990 protect a “qualified” individual from discrimination in the workplace. This Act defines a disability as, “ a physical or mental impairment that substantially limits one or more major life activities of an individual, a record of such impairment, or being regarded as having such an impairment” (EEOC). Disability discrimination
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employment from hiring to termination. The United States Department of Labor administers major statues of regulations affecting business and employees. Safety A compliant accountability is set in place by Occupational Safety and Health Act (OSHA) to standardize all safety guidelines for all employees through any
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degree it is, for the most part their rights are still blatantly disregarded. The Americans with Disabilities Act of 1990, or the ADA for short, is one of the laws, if not the main law, in charge of their protection. It was signed into law by President George H. W. Bush on July 26th of 1990 and was one of the most crucial for the American disability rights movement. The ADA prohibits discrimination based on disability, it includes that private employers with at least 15 employees, which also includes
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Situation A - Family and Medical Leave Act of 1993 In this situation Employee A has taken 11 of his guaranteed 12 weeks of leave provided by the Family and Medical Leave Act of 1993 (FMLA). This leave is unpaid, however ensures that the employee’s medical coverage is maintained during the entire absence from work. “The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance
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of Case: PGA Tour, Inc. v. Casey Martin Court: United States Supreme Court Citations: 531 U.S. 1049 (2001) Parties and roles: Casey Martin (respondent); Professional Golfers Association Tour, Inc. (Petitioner) Facts: Casey Martin was born with a disability that causes him to deal with pain and complications in his body he is also an accomplished golfer. While playing in the PGA tournament all players must play by the same rules. The National Collegiate Athletic Association exempts Martin from this
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Stonefield should be concerned about. Texas Minimum Wage Act Companies must obey state and national minimum wage laws. Texas is no different. The current minimum wage for Texas is $7.25 per hour. It is a violation of the Texas Minimum Wage Act to pay an employee less than $7.25 per hour. In some jobs, employers can include tips, food, and housing as part of the minimum wage. According to Texas Workforce Commission (2013), “The Texas Minimum Wage Act establishes a minimum wage for non-exempt employees
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