Tina was located within 30 minutes of her mother’s arrival, by local law enforcement, in the care of her father. He had taken her to his home to await the arrival of the mother. No charges were filed against the father. The CEO of Nightingale Memorial Hospital assured Tina’s mother that this incident would be analyzed and processes put into place to prevent this type of event from recurring (Accreditation Audit Case Study). a.
LIT1 TASK 2 Situation A Family and Medical Leave Act of 1993 According to the Family and Medical Leave Act of 1993, covered employers are required to allow their employees to take up to 12 weeks of unpaid leave during any 12 month period. An employee can take the unpaid leave for family or medical reasons to help balance the demands of the workplace with family needs such as the birth of a newborn child, taking a medical leave because of a serious health condition, or caring for an immediate family member with a health condition. Any previous health benefits must be maintained during the leave. Employees are eligible if they have been at the company at least 12 months and worked at least 1,250 hours during those last 12 months of employment. Since Employee A has been with the company for two years, and is taking time off to care for an immediate family member, in this case his children, he meets the requirements to be eligible for FMLA leave.
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.
Now all that is left is the ten week rehab program. Recommendation is to have the officer locate a rehab place near their residence and make sure it is within budget, once doing so; the probationer is brought it and told their schedule to visit, pay and report back in. Recommended style is that the
Task B your work role Bi Describe the terms and conditions of your employment as set out in your contract of employment or employment agreement. Health and safety It is your duty and responsibility to familiarise yourself with, and to comply with the company’s or any third party’s health and safety policies and procedures. Rate of pay Your rate of pay is £7.50 week days and £8.50 weekends per hour; the company will review your pay annually and advise you in writing of any pay change. Hours of work Your working hours are variable and will be organised according to a rota which the company will notify to you in advance. The company does not guarantee to provide you with a minimum or maximum number of hours of work.
I have had the opportunity to observe the individual on Saturday and Sunday for twelve hours. When I come in on the weekends he meets me at the door and gives me a hug and ask what we are going to today. Each weekend each individual has a chore that he has to complete before we are able to go out. They know that we cannot go anywhere until that chore is complete. James also has a girlfriend, participates in activities, such
Josette Miller Employment Law Final Project-FMLA July 29, 2013 During initial employment there should always be a criteria or checklist of benefits that one must request or have to be satisfied with their employer. The first of course would be Salary, Job Stability, and Benefits last but not least. With benefits falls health, dental, visual insurance, short /long term disability, vacation/sick leave and in the case of serious illnesses, FMLA. The Family Medical Leave Act (FMLA) is a government mandated law that any company involved in commerce with over 50 employees to provide its employees 12 weeks of unpaid but job protected leave to individuals that are eligible for severe illnesses of themselves or close family (spouse, children etc...),
184401 Hunter LIT1 Task 310.1.5-02, 11, 13 Labor and Employment Law Situation A. The Family and Medical Leave Act has specific requirements in order to apply and potentially receive the excused absence. This was created in 1993. Employee A was approved to go on continuous FMLA leave which consists of three or more days taken consecutively. FMLA allows employees to be absent for a maximum of 12 weeks and employee A has been on leave for 11 weeks and will be returning to work, so he has stayed within the guidelines.
As long as you are still ready for work, you can collect benefits. Nevertheless, if you file during the week that you give birth, then you should select that you are not ready to work. You will not collect any benefits until you are ready to work again. Nonetheless, you will remain in the system. When you receive the okay from your doctor, you should file for unemployment again.
COBRA generally requires that group health plans sponsored by employers with 20 or more employers in the prior year offer employees and their families the opportunity for a temporary extension of health coverage under the plan (called continuous coverage) in certain instances where coverage would otherwise end.”(Health plans) Mr. Davis would be allowed to continue his coverage with COBRA because the falls under the guidelines stated above. He was terminated from a factory job where he was covered by a group health insurance and the factory has more than 100 employees. That qualifies him for