Situation A The Family Medical Leave Act (FMLA) of 1993 states that any employee who has been on the job for 12 months, worked 1,250 hours in the last 12 months, and at a company of at least 50 people in the U.S. is eligible for 12 weeks of unpaid leave. The leave may be used for a personal serious health condition, to take care of an immediate family member with a serious illness, or for the birth/adoption/placement of a child. The employee is entitled to return after the leave period to their
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(Cash, 1990)Beautyism in the Workplace HRM 599- Human Resource Management Capstone Strayer University November17, 2014 Beautyism in the workplace Question1. Define “beautyism” and its potential discrimination effects on hiring in the workforce. Beautyism is a term that describes the social advantage attractive people get over less attractive attributes (Cash, 1990). It is well known that individual with physical beauty earn significant social benefit within the society and culture. Evidence
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Situation A – The Family and Medical Leave Act (FMLA) The Family Medical Act, Wage and Hour Division, under the United States Department of Labor that was enacted in 1993,necessitates that covered employers make available to employees leave that is related to work, and also unpaid for medical and family reasons that are considered fit. FMLA applies to employers with 50 or more employees, public agencies, and schools (Ford et al 2000). An employee is qualified for FMLA if they have reached 12 months
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Labor and Employment Law Situation A The Family and Medical Leave Act (FMLA) is designed for eligible employees to take up to 12 weeks unpaid leave due to the birth of a child, whether adopted or biological within the first year of birth/adoption among other applicable situations. They are to have health insurance covered as though they are not on leave per regulations and must be able to return to their employer with current salary and duties. (Retrieved from http://www.dol.gov/whd/fmla/index
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as a company are in compliance with pertinent federal laws regarding the treatment of employees. Three situations have come to my attention, and I was asked to analyze the three situations and submit a report regarding whether certain federal acts may apply, or may have been violated. Situation A : Employee A has been with our company for two years. Employee A spouse just gave birth prematurely to twins. He requested leave to be with his spouse, which was granted. Employee A has been
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Situation A Based on the United States Department of Labor (USDL) Family and Medical Leave Act of 1993 (FMLA), provisions can be made to arrange work leave for a variety of reasons. These situations include; the birth of a child within one year of birth, placement of child for adoption or foster care within one year, to care for spouse, child, or parent with serious health conditions, a health condition that makes the employee unable to perform his or her duties, and any qualifying active military
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and regulations pertain to them are being followed, since Biotech works for the government there are many laws that they must abide by such as; Title VII of the Civil Rights Act of 1964, American with Disabilities Act (ADA), Age Discrimination in Employment Act (ADEA), Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA) as well as Executive Order 11246. Amongst the following law that has a direct impact with the compensation plan of Biotech, Executive Order 11246, covers a broad
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employer X obliged to the requirements of the FMLA to reinstate the employee back to the previous job and at the previous rate of pay, after his leave. This Act allows employees to take unpaid leave, which was the case with employee A and thus, he did not deserve to be paid the salary for the 11 weeks he was on leave. The Family and Medical Leave Act (1993), permits entitled employees to take unpaid leave of up to twelve full weeks every year after a child is born or due to a serious sickness of the
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is to enforce laws that make it illegal to discriminate against employees or job applicants based on race, religion, sex, origin, genetics, or pregnancy (EEOC, n.d.). It is also illegal for employers to discrimination against an employee because they have complained about discrimination, filed a charge, or is currently involved in a workplace discrimination investigation (EEOC, n.d.). Employers with at least 15 employees as
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LIT Task 2 LIT Task 2 The Family and Medical Leave Act (FMLA) of 1993 is a federal law to provide employees time off of work for due to medical and family reasons. Reasons include: the birth or adoption of a child, an employee’s grave medical condition which prevents the employee from doing his/her job, or attending to the serious medical condition of a child, parent, or spouse. This leave is unpaid and requires employees to have been employed with the employer for at least one year. The
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