Competency 310.1.5: Labor and Employment Law Situation A Under the FMLA, the employee requesting leave from the company does fall under the employee eligibility act as he met the 12 month and 1,250 hour requirements and has been with the company for two years. The Employee was out for 11 weeks with unpaid leave, which is within the 12 week time frame permitted under FMLA. Under the entitlement to leave, he qualifies because he was also caring for his newborn twins who have health conditions due
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As Director of Human Resources for Company X, I have been directed to research and make recommendations concerning three personnel issues. These issues pertain to possible violations of the Family Medical Leave Act of 1993 (FMLA), Age Discrimination in Employment Act of 1967 and the Americans with Disability Act of 1990. Situation A involves the Family Medical Leave Act of 1993 and Employee A. Employee A has been employed by our company for two years and requested leave to assist at home due
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Employment Law Company X vs. Employee A on FMLA payment (Situation A) .Relevant Facts: Employee A has a 2 year tenure with Company X. Employee A asked for and was granted FMLA for the birth of his twins. Employee A asked to return to work before the allotted twelve week period had expired. On his return, he also requested for payment of his salary during his eleven week period of FMLA. His request for an early return was granted, but his time on FMLA remains unpaid. Employee A is now in an appeals
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Company X holds 75 employees and only 50 must be employed within 75 miles to qualify for FMLA benefits. In reviewing employee A’s situation and Company X’s qualifications in accordance to the provisions of the FMLA , employee A qualifies for up to 12 weeks unpaid time off, with no repercussions of losing his current job, pay rate, or hierarchical position while he tends to his wife and newborn child. FMLA leave does not however compensate salary for time missed but ensures he will keep his job
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Employment Law Compliance Plan To: Tracy Goldman Date: May 31, 2015 Subject: Employment Laws Formulating a compliance plan for Mr. Bradley Stonefield Limousines services called Landslide Limousines. Mr. Stonefield wants to hire 25 employees within the first year and wants the company to locate in Austin, Texas. In this memo, there will be four employment laws that the company must follow to stay in compliance. These are as follows: Harassment in the workplace, The Age Discrimination Employment
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Situation A The Family and Medical Leave Act (FMLA) provides qualifying employees with up to twelve weeks of unpaid, job-protected leave per year (“Leave Benefits”). Also, the FLMA requires that an employee’s group health benefits be maintained during the leave. Additionally, the Act allows for accrued paid time off to be used during the leave, allowing the employee to receive some sort of income. The FMLA applies to the first situation in the sense that an employee took a job-protected leave
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such as Private Retirement Plan, Medical insurance, Disability insurance, Social insurance, including Social Security, Unemployment insurance, Worker’s Compensation, Pay for time not worked, Stock options, Child Care, and Family and Medical Leave (FMLA) of 6 paid weeks and up to 6 additional unpaid weeks. After reviewing and evaluating the company’s incentives and benefits program, I will determine if legal requirements are being met by the company. I will accurately identify and explain which benefits
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Employee A requested to be paid for his 11 week LOA. Management denied request. The Family and Medical Leave Act of 1993 (FMLA) The Family and Medical Leave Act (FMLA) is a U.S. federal law which requires employers to provide eligible employees at least 12 weeks of unpaid, leave of absence (LOA) time for certain qualifying medical or domestic reasons. The mandates of FMLA guarantee that the returning LOA employee will be reinstated the same or equivalent position, job duties, rate of pay, and benefits
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Family and Medical Leave Act of 1993 (FMLA) The FMLA allows employees who work for qualifying employers to take unpaid leave from their job for up to 12 weeks in a year if they meet certain criteria. To qualify the employee must have worked for the employer for at least a year and have worked at least 1,250 hours in the last twelve months with the company. There are several conditions that allow a qualifying employee to request this leave from their employer. One condition that will allow this
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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 condition (premature delivery). Mr. Goodworker returned to work after 11 weeks and was granted his FMLA-protected former job at his former pay rate. Mr. Goodworker requested but was denied back pay for his absence as he had not accumulated sick leave or vacation leave to cover those 11 weeks. Following is an excerpt of FMLA regulations
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