Unit 201 Understand employment responsibilities and Rights in health, social care or children And young people’s settings. Task B your work role B1. The terms and conditions of my employment are laid out in my contract as follows, Pay, Employment conditions and contractual obligations, Flexible working, Business transfers, Working hours, Time off and holidays. B2. Pay slips need to have certain information on them and employers have to give all employees a pay slip within 1 working day of their pay day, even when they’re on leave.
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.
Family and Medical Leave Act (FMLA) According to United States Department of Labor (n.d.), “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.” Eligible employees are entitled to twelve workweeks of leave in a 12-month period for the birth of a child and to care for the newborn child or adopted child. To care for a child, spouse, parent or a serious health condition that makes employee unable to perform the essential functions of his or her job. The Civil Right Act of 1964 This act, signed into law by President Lyndon Johnson on July 2, 1964, prohibited discrimination in public places, provided for the integration of schools and other public facilities, and made employment discrimination illegal. This document was the most sweeping civil rights legislation since Reconstruction. This act protects the right of the employees and under this act the employers cannot discriminate the individuals on the basis of religion, sex, color, race,
Benefits All Tudor Employment Agency temporary workers are entitled to up to 28 days paid holiday pro-rata. Timesheets In order to ensure you are paid efficiently and on time it is important we receive your signed timesheets. We will advise on the day your assignment commences with regard to check ins and whether the company requires you to clock/swipe/sign in or if you have to get an individual timesheet signed after each shift. If you are required to get a timesheet signed it is important to remember you must hand this in to your local branch no later than 9am on the following Monday in order for the payment to be electronically transferred into your account by the following
Employee A meets the qualifications to take a family leave of absence. The company followed the guidelines by allowing him to take the leave of absence and he has returned to work prior to the 12 week maximum leave period. The company is not required to pay an employee for this leave of absence. However, the company is required to return the employee at the same level of skill and pay and with benefits intact. Situation B The Age Discrimination in Employment Act of 1967 was created to protect employees and applicants over the age of 40 from discrimination based on age.
Under the administrative exemption, an employee is exempted from FLSA overtime pay laws if they are paid at a salary or fee basis of not less than $250 per week; if their “primary duty is performance of non manual or office work directly related to management policies or general business operations of his employer”; and if their duties required “the exercise of discretion and independent judgment,” (FLSA, id §
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.
The employees that have been with the ABC Company for more than 10 years will receive a severance package and the employees that have 10 years or less will receive unemployment according to state laws. In some states, an employer that offers a certain type of layoff is mandated to pay a small amount of severance or continue employee health benefits for a short period of time. Severance pay is money that an employer might want to provide for an employee who is leaving their company (Heathfield, 2014). Unemployment benefits are Federal-State Unemployment Insurance is provides unemployment benefits to eligible workers who are unemployed through no fault of their own, and meet other eligibility requirements of State law. Ordinarily, the benefit for eligible workers is 50% of their average weekly income, up to a fixed maximum set by the
A complete copy of the NES can be accessed at www.fairwork.gov.au. Please note that some conditions or limitations may apply to your entitlement to the NES. For instance, there are some exclusions for casual employees. If you work for an employer who sells or transfers their business to a new owner, some of your NES entitlements may carry over to the new employer. Some NES entitlements which may carry over include personal/carer’s leave, parental leave, and your right to request flexible working arrangements.
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.