This law protects employees 40 years of age and older against discrimination on the basis of age in hiring, firing, promotion, layoff, benefits, wages, and job assignments. Employment should be based fairly on ability rather than age. Since employee B was denied promotion due to age, a violation of this Age Discrimination in Employment Act has occurred. As long as the promotion was denied based on age and not any other factors, Employee B
201: Understand employment responsibilities and rights in health, social care or children and young people's settings 1.1 List the aspects of employment covered by law The Law protects both the rights and responsibilities of both employees and employers. Three examples of employee rights currently protected by law are; Sick Pay, Holiday Entitlement and Maternity Pay and Leave. 1.2 List the main features of current employment By law, after an employee has been sick for four days they are entitled to Statutory Sick Pay (SSP), which is a minimum of £87.55 a week for up to 28 weeks. Some companies may pay more depending on their policy, but never less. However employers do not have to give sick pay if the employee has been ill for less than 4 days, or is paid less than £111 a week.
All of the applicable provisions of the FMLA were adequately met for this particular employee. FMLA grants twelve weeks of unpaid time off and guarantees that the employee will then be able to return to the same job at the same rate of pay. FMLA provisions do not require paid time off as a mandatory action for the company; therefore, the employee cannot expect the company to pay eleven weeks of withheld salary and the company has not violated any FMLA rules by denying that specific request. Situation B: It is apparent the 68-year-old employee is performing his work duties adequately. The employee has an above average rating; therefore, it cannot be argued that his age is affecting his quality of work.
Describe who is covered by the Family and Medical Leave Act (FMLA) of 1993. The FMLA became effective February 5, 1993, for most employers and employees. This law covers only certain employers; affects only those employees eligible for the protections of the law; involves entitlement to leave, maintenance of health benefits during leave, and job restoration after leave; sets requirements for notice and certification of the need for FMLA leave; and protects employees who request or take FMLA leave. The law also includes certain employer recordkeeping requirements. The FMLA to be included, Firstly, an employee must work for a company that has at least 50 employees working with in a 75-mile radius.
Police and firefighters may be exempt from Michigan’s right to work law. The new legislation presented an issue because Michigan is the state known for being home of today’s modern labor movement. Today’s modern labor movement, Public act 312 is a law that was passed in 1969. The public act 312 prevents any police officers and or firefighters from organizing and or partaking in a strike of any form. Public act 312 also exempts other state service workers from Michigan’s right to work law.
Situation A According to the Family and Medical Leave Act of 1993, in order for an employee to be eligible for FMLA, the employee must have worked for a qualified employer for at least 12 months. They also must have worked at least 1,250 hours during the 12 months prior to the start of FMLA leave. Once an employee is eligible they can take up to 12 weeks of unpaid, job-protected leave during any 12 month period. Employee A has worked for the company for 2 years so he is entitled to take up to 12 weeks of FMLA leave to care for his spouse and children. Employee A has been out on FMLA for 11 weeks, he has asked to return to work and to be paid the withheld salary from his 11 week leave.
There are differences in reporting the restructuring costs according to ASC 420-10. First, the liability for the termination of employees of 2 million dollars is treated the same as in IFRS. The interoffice Memorandum from December 27, 2008 constitutes the communication date to all Pharma Co. employees. The workforce reduction is expected to be completed by January 31, 2009, in within 60 days; therefore no significant present value calculation is necessary. The liability is recognized on December 27, 2008.
(Petrick, 2011). The act specifies that employees who have worked for an employer for at least 12 months are eligible to take unpaid, job-protected leave of up to 12 work weeks in a year to care for a child with a serious health condition. (Petrick, 2011). While workplace flexibility is voluntary, businesses are progressively approving the idea to accommodate the needs of single parents and other employees with special circumstances. (Petrick, 2011).
Family and Medical Leave Act The Family and Medical Leave Act was instituted in 1993 by the Federal Government for the protection of employees working for companies with more than 50 employees who needed personal time away from their jobs for family or medical emergencies. Prior to this enactment employers could arbitrarily fire or demote employees wishing to spend time with their families during times of hardship. With this act the employee is protected as to job security and the code brings uniformity and fairness to the workplace. In this particular situation the employee asked, and was granted by the former department head, time off from his job due to a medical emergency i.e. employee’s wife had given birth to twin babies prematurely and she needed him to be present.
The Family and Medical Leave Act (FMLA), which was passed in 1993, allows an eligible employee to take off up to twelve work weeks in any twelve month period for the birth or adoption of a child, to care for a family member who is suffering from a sever illness, or if the employee themselves has the serious illness. An employer must allow for their employees to take this twelve month unpaid leave if they employ fifty or more employees within 75 miles of the worksite. An employee is considered eligible for this twelve month unpaid leave if they have been employed by the employer for at least twelve months and worked at least 1,250 hours. In order to be able to take the twelve month leave, the employee must give their employer at least a