The Family and Medical Leave Act sets regulations for job-protected leave related to family and medical reasons. FMLA applies to organizations with 50 or more employees working within 75 miles of the employee’s worksite (“Employment Laws,” n.d., para. 6). Employees who have been with their current employer for 12 months and who have worked 1250 hours of service in the previous 12 months are eligible for 12 weeks of unpaid leave through FMLA (“Eligibility Requirements,” Revised 2013). FMLA covers the following leave reasons:
* The birth of a child, or the placement of an adopted or foster child.
* A serious health condition that makes the employee ...view middle of the document...
Company X met the FMLA requirements, allowing Employee A to return to the same position with the same rate of pay. My conclusion is that Company X has not violated FMLA requirements. I would recommend Company X create a policy that documents FMLA procedures and clarifies what to expect while on leave (salary and benefits).
As Human Resources professionals, it is key to be mindful of protected job classes, particularly age. The Age Discrimination in Employment Act of 1967 was put in place to protect workers over 40 years of age. The ADEA applies to employers with more than 20 employees and applies to all aspects of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments and training (“Facts About Age Discrimination,” Revised 2008). Since the ADEA applies to the hiring process as well as the term of employment, employers are not allowed to ask for date of birth in any pre-hire process. There are a couple of exceptions to the law. Employees may waive their right to the act as long as the ADEA guidelines are met. In certain situations, high level executives may be asked to retire at 65 and for jobs with bona fide occupational qualifications employers may discriminate based on age (“Exceptions to the ADEA,” 2007). An example of this would be a modeling agency hiring for an ad that promotes children’s clothing.
Based off of the information provided, Company X is in clear violation of the ADEA. Employee B is over 40 and therefore in a protected job class. Unless they have reason to justify their decision, employee B has a clear case for discrimination. Since employee B has higher performance and longer tenure, the promotion should have been granted. My recommendation to Company X is to create a documented policy the outlines what factors are used in promotions and rank employees accordingly. In my opinion, performance should always be first. Other factors to consider could be attendance/accountability, education and seniority. If company X followed this policy, there would be no question of age discrimination.
The Americans with Disabilities Act of 1990 prohibits job discrimination against people with disabilities. The ADA applies to all terms of recruitment and employment for...