agree with the statement “Common sense and compassion in the workplace has been replaced by litigation.”. Furthermore, there have been many employee related regulations that have been set forth ; an example of such is the Family and Medical Leave Act (FMLA). The human resources process is built on legal, safety, and regulatory requirements that all HR personnel must abide by. The legal effect on the human resources process allows HR to do the right thing, to realize the limitations of your firms HR
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companies and employees are treated fairly. I would like to discuss three situations that recently have challenged my leadership as a Human Resource Director and show the diversity of the laws and why they were created and how they work. Situation A – FMLA The first situation I am about to describe is an unfortunate set of circumstances, but the law is very clear and the company position is easily seen. Therefore, it was not hard for me to make this decision. The employee was presented with a difficult
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for 2 years he qualified for requesting leave. The employees’ wife was pregnant and gave birth to twins, and according to FMLA the birth of a child is a qualifying reason for requesting leave. Employees on FMLA leave are able to take up to 12 weeks unpaid leave, that being said the employee was only on leave for 11 weeks so he is able to request coming back to work. FMLA also states that after an employee comes back from leave they are to be reinstated at their previous position at their previous
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Situation A The basic principal behind the Family and Medical leave act of 1993 (FMLA) is to provide time away from work in the event of an addition to the family or a serious medical condition, without fear of losing one’s job. If an employee meets the requirements of having worked 1,250 hours during the 12 months prior to leave, the amount of time allotted to an employee is up to 12 weeks. At the end of the 12 week period and employee may return to the position they left at the same rate of pay
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LIT 1 TASK 2 Situation 1 In 1993 President Bill Clinton established the Family and Medical Leave Act (FMLA).Employees who qualify may take a leave of absence from their occupation. This is managed by the Wage and Hour Division of the United States Department of Labor. The following people are allowed time off based off the reasons listed below Twelve workweeks if: • The Employee has a child/baby, and/or needs to take care of newborn infant or baby within one year of birth • If an employee chooses
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be able to retain any of his pay while he was on leave for the 11 weeks. Under the FMLA, the employer is not required to pay the employee while on unpaid medical leave. The FMLA covers unpaid leave for up to 12 weeks. It also requires that the employee be reinstated to its previous position without problems, which was taken care of. Even though there is a new manager they are following the procedures under the FMLA and will not be penalized for not paying employee A’s salary. Employee A should have
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Strategic HR Approach The well-being of their employees is a primary concern for a company because they are the one that make the company alive. Hence, it’s vital for the company to ascertain that the needs of the employees are provided. The following circumstances are means into how the employee’s need occur and the procedures to guide the employees. Often, companies need to deviate from the norms to guide an employee. Medical Bills An employee who already stayed in the company for many years
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LIT1 - Task 2 - 310.1.5-02,_11,_13_0912 Family Medical Leave act of 1993 The Family Medical Leave act of 1993 (FMLA) ensures that personnel of companies with 50 or more employees, who work within a 75 mile radius of those in need of the leave, are able to take time off in order to balance their personal obligations with their employment commitment. An employee will qualify for family leave if • they need time off for a serious health condition • or a close family member requires care because
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Case 26 -- It's My Job!! Betty is an outpatient clerk in a 150-bed urban hospital. Her duties consist of admitting patients for scheduled outpatient procedures, obtaining the necessary verification of benefits from insurance companies, and working with utilization review personnel to ensure that all the precertification information is received when needed. Various staff members have complained to Jean, Betty's supervisor, about Betty's abrasive attitude and the foul language she occasionally
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Analysis of Situation A It is necessary to establish whether the employee qualified for the leave and whether the terms as stipulated under the Family and Medical Leave Act of 1993 (FMLA) were actually met. The Act requires that for one to benefit from the leave he or she must have worked with the employer for more than 12 months. Employee A had worked for 2 years and it can be deduced that he had successfully completed at least 1250 hours at the work place. The rationale of the law is to make
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