An Analysis of Possible Violations of FMLA, ADEA, and ADA Acts.
This report serves to provide an evaluation of three separate incidents that have been brought to the attention of our Senior Vice President. These incidents pertain to the Family Medical Leave Act (FMLA) of 1993, the Age Discrimination in Employment Act of 1967 and the Americans with Disabilities Act of 1990, and this analysis serves to determine if any violations of these acts occurred during or as a result of these incidents.
The Family Medical Leave Act (FMLA) of 1993 was created with the intention to help employees balance work and family life, and provides eligible employees with two types of job-protected leave. Regular leave and military family leave. (Military leave consists of military caregiver leave and qualifying exigency leave). An …show more content…
FMLA covers both private and public sector employers. Private employers must have employed at least 50 employees for at least 20 weeks during the preceding or current calendar year. Public agencies are covered regardless of the number of people they employ. When an employee returns from FLMA approved leave, they will generally have the right to return to the same job, or an equivalent job, with the same working conditions, benefits and level of pay. FMLA is unpaid leave however an employee may choose to substitute paid accrued leave, or an employer may require it. An employer must maintain the employees group health coverage while that employee is on FMLA leave. If eligible for FMLA, an employee may take up to 12 weeks of leave for the birth and care of a child, to care for a foster or adopted child, to care for their spouse, a child under the age of 18, a parent with a serious health condition or to take care of their own serious health condition. The two types of military family leave are exigencies which is for short notice deployment situations to allow the employee to arrange for childcare, to
This report serves to provide an evaluation of three separate incidents that have been brought to the attention of our Senior Vice President. These incidents pertain to the Family Medical Leave Act (FMLA) of 1993, the Age Discrimination in Employment Act of 1967 and the Americans with Disabilities Act of 1990, and this analysis serves to determine if any violations of these acts occurred during or as a result of these incidents.
The Family Medical Leave Act (FMLA) of 1993 was created with the intention to help employees balance work and family life, and provides eligible employees with two types of job-protected leave. Regular leave and military family leave. (Military leave consists of military caregiver leave and qualifying exigency leave). An …show more content…
FMLA covers both private and public sector employers. Private employers must have employed at least 50 employees for at least 20 weeks during the preceding or current calendar year. Public agencies are covered regardless of the number of people they employ. When an employee returns from FLMA approved leave, they will generally have the right to return to the same job, or an equivalent job, with the same working conditions, benefits and level of pay. FMLA is unpaid leave however an employee may choose to substitute paid accrued leave, or an employer may require it. An employer must maintain the employees group health coverage while that employee is on FMLA leave. If eligible for FMLA, an employee may take up to 12 weeks of leave for the birth and care of a child, to care for a foster or adopted child, to care for their spouse, a child under the age of 18, a parent with a serious health condition or to take care of their own serious health condition. The two types of military family leave are exigencies which is for short notice deployment situations to allow the employee to arrange for childcare, to