Management Behavior Human Capital Management / 531 University of Phoenix April 05, 2010 To: Supervisor Manager From: Sales Manager Date: April 5, 2010 Subject: EnviroTech Merger - Management Behavior In reference to our upcoming merger with EnviroTech, and as all of you know, InterClean, Inc. has officially acquired EnviroTech, one of our four major domestic competitors in the corporate market. Over the next four months, about 60 of EnviroTech staff and operations specialists will
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Situation A: Evaluation: In this situation, Employee A took a leave of absence from the company under the Family and Medical Leave Act of 1993. He was entitled to take up to 12 weeks, either in one block of time or broken up over time. Under FMLA, the employee is required to file the appropriate paperwork which is in turn kept confidentially. The employee was fully authorized to take a leave of absence by the company and met the provisions of covered leave under the Family and Medical Leave
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request Bainbridge Borough also gave her the option to take two consecutive ninety day reasonable purpose leaves. Maternity leave is mainly for mother’s full recovery from their pregnancies and to build a stronger mother to child bond. According to the FMLA a mother only gets twelve weeks of unpaid leave, which Carol is still short of her request, Bainbridge Borough offered her two reasonable purpose leave which covers her request. Also Mrs. Carol Fern had already taken two weeks of leave of paid vacation
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| |Employment Law also called labor law is the body of laws,administrative rulins, and precedents | | | |which address the legal rights of, and restrictions on working people and their organizations. In this | |
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Situation A – Family and Medical Leave Act of 1993 (FMLA) is defined as: “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 coverage under the same terms and conditions as if the employee had not taken leave.” (Department of Labor, 2015) The Family Medical Leave Act covers different types of situation for most critical events of one’s life. One specific event is “The
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Assignment #2 Legal Compliance Strayer University HRM530 May 1, 2011 Assignment 2 - Legal Compliance: Xerox I. Human resource professionals can ensure that top organizational leaders encourage managers and employees to follow laws and guidelines by the follow means: a. HR professionals can ensure top organizational leaders encourage managers and employees to follow laws and guidelines by focusing on the benefits of following laws and guidelines. Following laws and guidelines have been
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Following are some most relevant Federal, state, as well as Austin city employment laws very organization must follow: * The Equal Pay Act of 1963 * The Age Discrimination in Employment Act of 1967 (ADEA) * Family and Medical Leave Act (FMLA) * The Civil Right Act of 1964 * The Texas Labor Code Anti-Discrimination Provisions * Austin City Ordinance No. 20120426-063 The Equal Pay Act Of 1963 This act was signed into law by President John F Kennedy on June 10, 1963. This
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birth of a child and to care for the newborn child within one year of birth (dol.gov ). According to the given, the employee in question took 11 weeks away from his job which was held for him at the same pay rate as when he left. According to the FMLA, the company is under no obligation to give him any money for the 11 weeks in which he did not work. There has been no legal discrimination or violation of law in this situation. Situation B According to the given, the only reason that the employee
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individuals whom believe they have been discriminated. Laws were designed to protect employees from discrimination and to protect the jobs of employees who need to take time off work to take care of ill family members. The Family Medical Leave Act (FMLA) is designed to grant eligible employees up to 12 weeks of time off work during any 12-month period. As with anything, there are individuals who try to take advantage of this policy; therefore, employers have developed an internal “personal time off
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awards, eliminating the need for litigation. (Cornell University Law School, 2011) If an employee has a serious illness or a family member has a serious illness that causes chronic absenteeism that would fall under the category of FMLA. The Family Medical Leave Act of 1993 (FMLA), there are 12 weeks of unpaid leave Where an employee can use
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