Family Medical Leave Act (FMLA) Major Provision of FMLA The Family Medical Leave Act was enacted into law in 1993 to enable workers to take time off from work to care for their new children, themselves or immediate family members in the event of a serious medical condition. Additional legislation passed in 2012 allows covered employees up to 26 weeks of unpaid leave to care for eligible service members with serious medical conditions. FMLA applies to all private companies with fifty or
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employees have no right to a minimum number of sick or vacation days; almost two thirds of all workers – and an even larger percentage of low-income parents – lack the ability to take a day off to care for a family member.2 The Family and Medical Leave Act of 1993 finally guaranteed that workers at large companies could take a leave of absence for the birth or adoption of a baby, or for the illness of a family member. Yet that guaranteed leave is unpaid. Many businesses are finding ways to give their
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Pendleton Act 1883: A United States federal law that required government jobs to be awarded based on merit. This act selected government employees by competitive exams. It also made it illegal to solicit campaign donations on Federal government property and use political reasons to fire or demote government employees. 2. Davis-Bacon Act 1931: A United States federal law that required public works projects for laborers and mechanics to be paid the local prevailing wages. This act applies to
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Case 12.5 Leonel v. American Airlines, Inc., poses some unusual circumstances to the legal minded individual, but also rises some ethical and socially unacceptable facets to the case. I feel like the applicants won the suit on a mere technicality, though the ADA does provide support for people like the applicants here in this case, and American Airlines must show that they are willing to work with people with disabilities. As the circumstances in the situation suggest, Leonel and the other applicants
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ANIMAL: Under the Americans with Disabilities Act (ADA), the term "pet" excludes a service, guide, signal, or support animal used by Tenant because of blindness, or deafness, or because of a physical handicap, or because the Tenant is a handler or trainer of support or guide animals. The ADA defines "service animal" as a dog that has been individually trained to do work or perform tasks for the benefit of an individual with a disability. The Tenant does not have a pet that acts as a service animal
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Centers for Medicare and Medicaid, once called the Healthcare Financing Administration was signed into law on July 30, 1965 by President Johnson. The Medicare and Medicaid programs were created under the social security act to provide health insurance to people with disabilities, low income families, people 65 or older, or people with terminally ill disease. Medicare was once the responsibility of Social security administration, and Medicaid was once the responsibility of the Social and Rehabilitative
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judicial interference.1 Notwithstanding the Civil Rights Acts of 1866 and 1870, the first effective antidiscrimination employment statute was a long time in coming. The first fed- eral legislation to deal directly with the issue of discrimination was the Equal Pay Act of 1963 (see Chapter 18 for more details). The statutory right to equality was expanded beyond the issue of pay less than a year later by Title VII of the Civil Rights Act of 1964. Title VII is the basis for discrimination law and
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centers, athletic programs, camps and other areas of daily life. The Americans with Disabilities Act (ADA) is the most powerful law safeguarding the rights of children in public and private schools and daycare centers. The law also prevents any organization or business from discriminating against a person because of a real or perceived disability, such as an infectious disease. A second law, Section 504 of the Rehabilitation Act, bars schools, colleges and other organizations receiving federal
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on privacy rights. Pre-employment privacy rights for both public and private sector employees are very limited beyond this. Post-employment privacy rights are also often the ancillary effect of discrimination laws. For example, the Americans with the Disabilities Act of 1990 (ADA) specifically prohibits the disclosure of medical information relating to disabled. In the public sector, two factors govern the permissible extent of intrusion into an individual's affairs, that is, the relation of the
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skilled nursing care, personal care, and rehabilitative services, including room and board to seniors, and individuals with certain disabilities that require specific medical care (Medicaid.gov, 2016). These residential facilities includes, group homes, nursing homes, and assisted living facilities. Americans! Let it be known that nearly a third of our disabled Americans who require institutionalize long-term care are required to pay their own expenses but cannot afford it! The current cost of institutionalized
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