as some issues including segregation and discrimination. This was widely accepted until the federal government stepped into the picture with the Rehabilitation Act of 1973 that guaranteed reasonable accommodations for people with disabilities. This included wheelchair ramps, bathroom designs and Braille on signs. The Rehabilitation Act was
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Memorandum To: Sharon Matthews, CEO HCS/341 From: HR Director Date: 12 September 2011 Subject: Legal, Safety, and Regulatory Requirements ------------------------------------------------- Common sense and compassion in the workplace has been replaced by litigation As we are both aware, the human resources department in every organization is accountable for guaranteeing that the organization adheres to all legal, safety, and regulatory requirements when dealing with both the employees
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Medical Leave Act of 1993, the Act of 1990, and the Age Discrimination Act of 1975, provide clear guidance to employers and employees when addressing workplace concerns. Employees and employers must understand the requirements of each law to ensure proper implementation and avoid conflict. Situation A Family Medical Leave Act (FMLA) Congress enacted The Family Medical Leave Act of 1993 to balance the workplace and personal needs of employees (J. J. Keller & Associates, Inc., 2011). The act provides
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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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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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have been taken and agencies create to protect patients, employees, employers, and their organization against such acts. A few agencies that have been created are U.S. department of Labor, U.S. Equal employment Opportunity Commission, Department of Homeland Security. There have even been acts created and revised to protect employees’ rights such as the Americans with Disabilities Act 1990. U. S. Department of Labor regulatory agenda is to “create framework for the schedule and method for reviewing
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A The Family and Medical Leave Act of 1993 has many provisions but 3 major ones are that all employees of an organization of 50 or more employees working more than 20 hours per week be given a minimum 12 weeks of time off for domestic responsibilities each year. Those responsibilities include; the birth of a new child, the care of an immediate family member with a serious medical condition or the adoption of a foster child (US Department of Labor). Under the Act the employer must maintain the employees’
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Leave Act. Now to complicate matters worse, the department manager that was in charge of this employee left during the employee’s leave. Eleven weeks have gone by and the employee wants to come back to work and receive the pay he missed while attending to his family. As a human resource director there are many situations that fall into grey areas, and you have to look at all options and think through the best results for both parties involved. The definition of the Family Medical leave Act according
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suffering from any type of discrimination, but they are. Discrimination is an unfair treatment of a person or group based on prejudice, therefore sex, disability, and age should be included in the suspect classifications of discrimination (“Discrimination”). Sex discrimination is the differential treatment based on sex (“Answer”). Traditionally in American culture higher value has been given to males, this is why sex discrimination is commonly found in the work place among women. Focus in a workplace
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determine whether or not the following cases are experiencing any discriminatory practices. There are three complaints in total. The complaints have to do with the Family Medical Leave Act, the Age Discrimination in Employment Act, and the Americans with Disabilities Act. I will paraphrase the case, explain each Act, and give my verdict on each situation. SITUATION A Case Description Employee had left the company for eleven weeks after wife gave premature birth to a set of twins. Employee apparently
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