Situation A The Family and Medical Leave Act was created in 1993 to allow qualifying employees to take an unpaid leave of absence for up to 12 weeks from their jobs for certain medical or family reasons. Those reasons are: the birth and care of a newborn child, adoption or foster care, to care for a spouse, child, or parent with a serious health condition, if the employee is unable to work due to a serious medical condition. For an employee to be eligible they must have worked more than 1250 hours in the 12 months of employment with the company and the company must employ 50 or more employees within 75 miles. A change to the Act in 2009 also allows military family leave as well. Company X has 75 employees which meets the 50 minimum employee statutes.
Western Governors University LIT1: Task 310.1.5-02, 11, 13 Situation A: The FMLA (Family and Medical Leave Act of 1993) allows for eligible employees of covered employers to take an unpaid, job-protected leave and allow for continuation of their group health insurance coverage. This job-protected leave is provided so that employees can tend to the needs of immediate family. Covered employers are those employers that have 50 or more employees working for them. In this case, Company X would be a covered employer. Eligible employees are those employees that have worked for the company for 12 months or longer and have also worked at least 1,250 hours during that 12 month period of employment.
To determine if a violation has occurred it is best to go over the circumstances surrounding the case. The Case in question is about a man who requested leave because his wife was having twins ahead of schedule. The act does state that within a year of a child’s birth an employee can take off time to take care of a child (USDL, n.d). So because the time falls within a one year period employee “A” is justified in his use of the Family and Medical leave act. To further support this would be the length of time he has been with the company.
Peace Corp or ACTION Volunteer. 70% maximum cancellation over four years (15/15/20/20%) on NDSL/Perkins loans. Borrower can receive cancellation for each complete year of service as a volunteer in the specific programs. Military. Borrower can receive cancellation for each 12-month period of service as a member of the US Army, Navy, Air Force, Marines, or Coast Guard and serving in an area of hostilities that qualifies for special pay under USC 37 Sec.
Although, she did have a lot of missed days and hours that resulted in missed work, she did have a legitimate reason for this leave under the FMLA Act. According to the act, she did have this reason because the employee shall be entitled to a total of 12 workweeks of leave during any 12 month period for one or more of the following. She had a ill child at home as well as caring for herself at home with approved doctor’s notices. She had also been employed with the same employer for the previous 12 months. She ahs worked at least 1,250 hours in the previous 12 months.
However the employee needs to have continuous health insurance. Allows an employee, twenty-six workweeks of leave during a single 12-month period to care for and tend to a serious injury or illness with a leave of absence. This act is designed to help employees balance their work and family responsibilities. Sex, Age, Gender, Religion, Medical History Privacy Act of 1974 The act helps to insure individuals are protected and their information is not share with third parties. Like social security numbers, date of birth, address etc.
Because of unfair labor practices in the workplace and because of prompting from supporters of family rights, former President Bill Clinton signed FMLA into law in 1993. According to the FMLA act employers allow their employees up to 12 weeks of unpaid leave in any 12-month period without losing their job. The leave must be taken for covered reasons such as adoption or birth of a new baby, serious illness of the employee, or serious illness of a member of the employee's immediate family. Immediate family includes the employee's spouse, child, or parent. Under the FMLA, an employer must either retain the employee's job, or provide another position that has the same responsibilities and pay.
Developing a Health Advocacy Campaign: Legal and Ethical Consideration Michelle Marie Lobaton Walden University NURS 6050, Section 16, Policy and Advocacy for Improving Population Health May 14, 2015 Developing a Health Advocacy Campaign: Legal and Ethical Consideration The military saying that when one person serves, the whole family serve is correct. Although the service member is the one, who serves and deploys the family is affected by the frequent change in the structure. According to Levy (1984), a book titled Families under the flag written by Edna J. Hunter reviews the issues, conflicts, family roles and stress of the military family. During those times when the book was written, there were not enough organizations and programs
| Advance Directive Your Name Here Health Rights and Responsibilities Professor’s Name Date here ADVANCE DIRECTIVE According to course text book, an advance directive is a written statement in which people state the type and amount of care they wish to receive during a terminal illness and as death approaches (Fregmen, 2009). Fregman further suggests that the advance directive documentation consists of living wills, durable power of attorney for healthcare, organ donation and do not resuscitate (DNR) order. PATIENT SELF-DETERMINATION ACT OF 1990 On November 5, 1990, Congress also passed an amendment to the Omnibus Budget Reconciliation Act of 1990 by adding Patient Self-Determination Act (PSDA) which became effective
First let me report about situation A in which employee A had a leave of absence for 11 weeks to be at home with his spouse who just gave birth to premature twins. Well, it is shown that he wanted to return to work with the same position and he also had a request for pay while he was on leave. In this situation it is found that he has a right by the Family and Medical Leave Act of 1993 to have a leave of absence from employment for up to 12 weeks each year for situations such as childbirth, adoption, or medical emergencies for himself or his family regardless of sex, that is, this act applies to both men and women; but the down side is that it is only an unpaid leave of absence that he is entitled to. So in this situation A employee A is entitled,