Legal Issues Essay

999 words - 4 pages

Legal Issues for Business Organizations
Task 1

Situation A-FMLA-Family and medical leave act of 1993
Situation B-ADEA-Age Discrimination in Employment Act of 1967
Situation C-ADA-Americans with disabilities ACT of 1990

Situation A-FMLA-Family and medical leave act of 1993
The Family and Medical Leave Act of 1993 (FMLA) is a United States government law that requires secured businesses to give qualified employees job protection and unpaid leave for a predetermined amount of time for qualified medical and family reasons. 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 ...view middle of the document...

However, employee X is not entitled to the request of withheld 11 week pay. The company is not in violation denying this request as the law clearly states the 12-week period of leave is unpaid. No violations have occurred as Company X has held up the law be allowing employee to take a 11-week unpaid leave and t return to his previous position within the specified time frame.

Situation B-ADEA-Age Discrimination in Employment Act of 1967
The Age discrimination in Employment Act of 1967 ADEA for short, Federal and state laws prevent an employer from victimizing work candidates and representatives on the premise of age. The law applies to work process, including the application process, enlisting, terminating, work promotions, and apprenticeship programs.
A few procurements the law offers are a business can't decrease wellbeing or disaster protection advantages for more seasoned representatives. The ADEA looks to keep managers from victimizing more seasoned laborers while diminishing the measure of the workforce. The ADEA denies managers from driving representatives to take early retirement. Laborers who make a move under the ADEA can't be victimized for recording, affirming at, or partaking in a case against a business.
The law applies to business with 20 or more representatives, be occupied with an industry influencing trade and have a vocation association with the asserted worker.
The Age Discrimination in Employment Act ensures workers who are no less than 40 years of age. There's no top, so all specialists 40 and more established are secured by the ADEA, with a couple of prohibitions and exemptions. For example, a chose authority and her staff and "arrangement making deputies" are prohibited from the ADEA.
Under the ADEA law worker B can't be oppressed for an advancement because of his age, the law obviously denies dissent of an advancement exclusively in view of the representatives age particularly if the worker is 40 and more established. Since worker B was regarded as doing...

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