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
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Medical Leave Act. The act clearly states that your employment may be held for the legally indicated amount of time but without compensation. Employee A’s time off from work falls within the scope of the guidelines that are defined within the act & his return to work at his previous rate of pay also falls within the scope of guidelines included in the act, but the request of the 11 weeks of withheld salary is not allowed for the employee in the acts guidelines. The guidelines in the act spell out
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laws are Americans with Disabilities Act of 1990, “Age Discrimination in Employment Act of (1967) (“The Age Discrimination Act" (2015), Immigration Reform and control Act of 1986 “Immigration Reform and control Act” (2015), Family and the Medical Leave Act of 1993 The "Family & Medical Leave Act" (2015), and Sexual Harassment in the place of work ("Sexual Harassment At The Workplace", 2015). The Americans with Disabilities Act of 1990 The American with Disabilities Act of 1990 is primarily
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Situation A: Briefly, the company did not violate federal employment law regarding the Family and Medical Leave Act of 1993. Mr. John Goodworker requested and was properly granted leave to care for his wife who had just given birth prematurely to twins. Mr. Goodworker had been with the company for more than one year and so was eligible for FMLA (Family and Medical Leave Act) coverage. He experienced two qualifying events: the birth of a child and the care for a spouse who has a serious health
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Employment Laws & Regulations I. Consolidated Omnibus Budget Reconciliation Act (COBRA): This law allows employees and their family members to keep their healthcare coverage after leaving or losing their job, getting a cutback of hours, or for the time between jobs. The length of coverage is either 18 or 36 months, depending on the situation ("Consolidated Omnibus Budget Reconciliation Act (COBRA)"). II. Fair Labor Standards Act (FLSA): It requires employers to pay employees at least the federal minimum
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Legal Issues for Business Organizations Task 1 Situation A-FMLA-Family and medical leave act of 1993 Situation B-ADEA-Age Discrimination in Employment Act of 1967 Situation C-ADA-Americans with disabilities ACT of 1990 Situation A-FMLA-Family and medical leave act of 1993 The Family and Medical Leave Act of 1993 (FMLA) is a United States government law that requires secured businesses to give qualified employees job protection and unpaid leave for a predetermined amount of time for qualified
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children who are disabled but also the children without disabilities because it is an opportunity for them to learn about disabilities and learn to accept the differences that everyone has. While inclusion may not be for every child out there, the benefits greatly outweigh the negatives, thus why an inclusive classroom has been more and more pushed as the way to go for education of younger children. (Browne 117-118) “Children with disabilities need the same things in their environment as other children
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discuss the history of the Americans with Disabilities Act and its impact on business organizations today Americans with Disabilities Act of 1990 is an act that is for employers with more than 15 employees, that prohibits any discrimination against qualified individual with disabilities. While some health conditions are protected by this act not all are. It applies to anyone who has physical or mental impairments that limits one or more life activities. The way that this act has change the work force
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regulations have on the processes within the human resources department when relating to rationale and compassion within the workplace being replaced by litigation. The Civil Rights Act of 1964 is a law that was put into effect to protect individuals from being discriminated against during hiring processes. The Civil Rights Act has three sections which include equal opportunity, affirmative action, and sexual harassment (Cliff Notes, 2011). These three sections have an impact on the human resources department
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13 Situation A The Family and Medical Leave Act of 1993, states that all companies with 50 or more employees must offer an unpaid leave of absence to employees to take care of the birth or adoption of a child, personal, or family illness. An employee must have a minimum of 12 months of continuous employment or at least 1,250 hours on the job. Under the act, an employee may take up to 12 weeks off on an unpaid leave. In accordance to the act, the employee will be allowed to return to their previous
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