Family and Medical Leave Act
“Created in 1993, the Family and Medical Leave Act offers employees upto 12 weeks of excused absence from their jobs every year. It wasenacted to aid employees in balancing work and personal obligations,without having to choose between the two in times of crisis.”(http://fmlaonline.com/) There are many guidelines to qualify for FMLAleave. First off, the employee has had to work for the employer for atleast 12 months and worked at least 1,250 hours the pervious calendaryear. The other qualifications are that the employee or a spouse(daughter, son, or parent) is suffering from a medical condition, towhere the employee cannot perform his or her job duties, or has to takecare of one of the following members listed earlier because of a medicalcondition. Those are just the guidelines for the employee, for anemployer to qualify to grant an employee a FMLA leave it has to employat least 75 or more workers.In Situation A, Employee A qualifies for a FMLA leave, because he hasworked for the employer for two years. When taking a FMLA leave thetime is guaranteed to be unpaid, the only time that you receive paidtime off is when the employee has vacation time, or sick time. Therefore, if Employee A did not have any of this required time theemployer was not violating any law by not giving him the 11 weeks of withheld salary. Considering Employee A has been working for theemployer for two years and the pregnancy was probably more thanlikely planned, just came a little sooner than everyone thought. TheEmployee might have had some time saved up so that he couldguarantee that he would have paid time off, if so than the employerwould be violating a law.
Age Discrimination Act
“The Age Discrimination in Employment Act of 1967 (ADEA) protectsindividuals who are 40 years of age or older from employment discriminationbased on age. The ADEA’s protections apply to both employees and jobapplicants. Under the ADEA, it is unlawful to discriminate against a...