and Medical Leave Act (FMLA) to care for that parent. The way that the Family and Medical Leave Act (FMLA) is written, it does not specify whether or not a biological parent participated in the upbringing of the child or not. The definition of a parent is broad for the purpose of FMLA use. A parent is defined as a biological parent, adoptive parent, step parent, foster parent or an individual who assumed duties as your parent. An individual that assumes duties as your parent is called “loco parentis”
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status. If the work is usually done under the employer’s direction, you have an employee status. The employer supplies the tools. If the person is employed for a long period of time, you have a employee status. If the method is by time period, you have an employee status. An employee may not require as much skill as an independent contractor. * Employer exercise a considerable amount over the details of the work * Work is done under employer’s direction * Employer supplies the tools
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employers now routinely test for drugs and alcohol use. However, the laws regulating drug testing are relatively new. The courts are still shaping them. At present, the Americans with Disabilities Act, some state laws, and court decisions affect an employer’s ability to use drug testing during the pre-employment period. Generally, the law allows employers to require prospective employees to take drug tests if * The candidate knows that such testing is part of the screening process for prospective
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anything and everything to try and keep their jobs due to poverty. Belonging to a Trade Union assists the employees to know and understand their rights in the workplace, this in turn will help them know their roles and duties and expectations. Trade Unions also help the employer to take care of their employees. In the event of a labour dispute, an employee can consult his/her trade union for advice-both legally and domestically. Most issues that involve trade unions are solved without the intervention
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"Six Die In Workplace Shooting In Mississippi", "Seven Killed in Boston Area Office Shooting", "Gunman kills 1, wounds 3 in Seattle shipyard shooting", "Gunman kills 7 in Honolulu office", "Gunman in Atlanta rampage kills himself; 12 dead, 12 injured"(Reh, 2009) More and more we see this on our television screens and read this in our newspapers. What is triggering this kind of behavior in the workplace? What are the signs? Who commits these acts of violence? The Bureau for Labor and Statistics (BLS)
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Health and Safety is the responsibility of everyone. It is important to set a good example by awareness of relevant legislation and policies, and to uphold the law in both letter and spirit. 2. Define the duties of employees under health and safety legislation. Employees must take reasonable care to protect their own health and safety and the health and safety of others who could be affected by their action or omissions at work. Their responsibility for health and safety extends to the things over
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(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 more employees and the employees
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County Commissioners of Dona Ana County In the case of David v. The Board of County Commissioners of Dona Ana County, the Mexico Supreme Court of Appeals held that when any employer chooses to provide an employment recommendation, the employer has a duty to not make negligent misrepresentation of current or past employee’s record when there is foreseeable potential risk of physical harm to the third party by the employee. In this case Joseph Herrera, an employee at the detention center was accused
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County Commissioners of Dona Ana County In the case of David v. The Board of County Commissioners of Dona Ana County, the Mexico Supreme Court of Appeals held that when any employer chooses to provide an employment recommendation, the employer has a duty to not make negligent misrepresentation of current or past employee’s record when there is foreseeable potential risk of physical harm to the third party by the employee. In this case Joseph Herrera, an employee at the detention center was accused
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poor performance evaluation record against an employer in an attempt to prove age bias. Although Guz was unsuccessful with the age bias claim, the court opined that plaintiffs with long service may prevail if there is sufficient evidence that the employer’s proffered reasons for layoffs are pretextual. The implied warning by the court to employers is that pretextual use of performance evaluations may paradoxically become evidence against them to prove illegal retaliation or discriminatory intent. In
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