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.
Situation B is applicable to The Age Discrimination in Employment Act (ADEA) because: The ADEA states that an employer cannot discriminate against someone’s age unless “age is a bona fide occupational qualification reasonably necessary to the normal operation of the particular business, or where the differentiation is based on reasonable factors other than age”( 29 usc § 623). A person over the age of 40 is protected by this act.
The Age Discrimination in Employment Act was violated in Situation B for the following reason: According to the information given Employee B was denied because they are 68 years old and for no other reason.
Situation C is applicable to The Americans Disabilities Act (ADA) because: Employers must make accommodations for people with disabilities unless the employer feels it is undue hard ship according to the ADA. The ADA defines undue hardship as: “significant difficulty or expense incurred by a covered entity” (Briggs, Morgan, Wilhelm, 2012).
The Americans Disabilities Act was violated in Situation C for the following reason: The accommodation that is needed to fulfill the needs of this request is not a significant difficulty or expense. To remove the keypad and place it four inches lower would require very little time, effort, or expense.
29 usc § 623 - prohibition of age discrimination. Unpublished raw data, Legal Department,...