The employee must also have worked for at least 12 months and 1250 hours during the 12 months. Under FMLA, the bill allows an unpaid, job-protected leave for up to 12 weeks in a year to care for a new child, an adopted child, or a child in foster care. The employee can also take a leave to care for an ill family member or to recover from their own serious illness. They can also use this to care for an injured service member in the family or to address issues of a family member’s deployment. The employee on leave will be allowed to have the same health insurance they had as if they weren’t on leave.
(Reid & Sanders, 2010) Answer 1: Develop a staffing plan for RWBFC in accordance with the constraints stated in the case. A staffing plan was developed using the constraints specified in the Answer 2: Discuss the method used in developing the staffing plan. Tibrewala, Phillippe, and Brown technique of 1972 was used in developing the staffing plan for RWBFC. The objective of this technique was to enable a company to operate seven days a week and give each of its full-time employees two consecutive days off. However RWBFC manufacturing manager has requested that her employees work 10 hour days, 4 days a week with three consecutive days off.
Subsection 27(2)(a) stipulates that an employee is entitled to three days family responsibility leave during each cycle of twelve months of employment when his or her child is born. This means that if Mr. Pritchard chooses to take his three days paid leave for the birth of his child, he in unable to take any further family leave for that year Global International may request that Mr. Pritchard provides reasonable proof of his child’s birth before he is paid for his subsequent leave. Mr. Pritchard would therefore have to provide global international with a copy of the new born’s birth certificate. Recommendations Global international
In this example, Owen will be the only owner and since he wants to have employees under this business form he is allowed to hire employees whereas if he was thinking of an S- Corporation he could not have any employees. Some other benefits of sole proprietorship: * Filing taxes involves a simple self-employment income tax form since all the profits and losses are pass on to the owner or sole proprietor * No high or any fees or registration requirements- since Owen is investing all his personal savings on this new business not having start-up fees is beneficial. * No payroll set-up * Net earnings of the business are not subject to corporate income taxes but are taxed only as personal income. Some of the disadvantages of sole proprietorship are: * The proprietor is subject to unlimited personal liability for the debts of the business. If Owen fails to pay his business debts, creditors will come
Situation A. Situation A is applicable to The Family and Medical Leave Act (FMLA) because: An employee is granted 12 weeks non-paid, job-protected leave from work for the care of a child according to the FMLA. The employee then is allowed to return to work without repercussion. In Situation A there has not been a violation of The Family Medical Leave Act because: As mentioned previously an employee is granted 12 weeks non-paid, job-protected leave to care for a child. The manager was in the right in this situation since Employee A was out for 11 weeks without pay.
NADC continues to provide health insurance benefits for the full term of any jury duty absence. Employees must show the jury duty summons to their supervisor as soon as possible so that the supervisor may accommodate their absence. Employees are expected to report back to work as soon as court schedules Bereavement Leave North American Dismantling Corp. Page 70 of 70 Rev 0; February 10, 2015 NADC recognizes that the loss of an immediate family member is a difficult time and grants regular full-time employees up to three (3) consecutive days of paid leave upon the death of an immediate family member. Immediate family members include the employee’s spouse, parent or stepparent, parents-in-law, child, or sibling.
In an article written by David Crary for the Huffington Post, “at least 178 countries have national laws guaranteeing paid leave for new mothers, while the handful of exceptions include the U.S., Swaziland and Papua New Guinea. More than 50 nations, including most Western countries, also guarantee paid leave for new fathers.” The United States Department of Labor reports that under the Family and Medical Leave Act that “employees are eligible for up to 12 weeks of unpaid leave per year” and that, “Employees are eligible for leave if they have worked for their employer at least 12 months, at least 1,250 hours over the past 12 months, and work at a location where the company employs 50 or more employees within 75 miles. Whether an employee has worked the minimum 1,250 hours of service is determined according to FLSA principles for determining compensable hours or
The Age Discrimination in Employment Act (ADEA) only forbids age discrimination against people who are age 40 or older. It does not protect workers under the age of 40, although some states do have laws that protect younger workers from age discrimination. It is not illegal for an employer or other covered entity to favor an older worker over a younger one, even if both workers are age 40 or older. Discrimination can occur when the victim and the person who inflicted the discrimination are both over 40. Age Discrimination & Work Situations The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions,
When you are a legal immigrant, you are entitled to most of the same benefits as citizens; you have a social security card and social security and unemployment benefits, and all without any law being broken. Legal Immigrants also are able to collect government benefits and employers have to pay them standard wages. A legal immigrant has obviously migrated to a new country to triumph and has shown respect for the country by migrating legally and respecting the law. If a legal immigrant has respected the law and wants to triumph they will benefit themselves and the country to which they migrated to. To conclude, legal immigration breaks no law and no harm is being done which is why it should not be prohibited.
There is no specific legal prohibition on working alone, but the general legal duties of employers under theOccupational Health and Safety Act (2004) still apply. "An employer shall provide and maintain so far as is reasonably practicable for employees a working environment that is safe and without risks to health." [Section 21(1)] Establishing safe working conditions for lone workers is no different from organising the safety of other employees. Employers should identify the hazards of the work, assess the risks involved, and implement changes to the workplace and safe working arrangements to ensure the risks are either eliminated or adequately controlled. When it is not possible to devise arrangements for the work to be done safely by one person, alternative arrangements providing help or back-up have to be devised.