As the director of human resources of Company X, it is my job to make sure that we as a company are in compliance with pertinent federal laws regarding the treatment of employees.
Three situations have come to my attention, and I was asked to analyze the three situations and submit a report regarding whether certain federal acts may apply, or may have been violated.

Situation A : Employee A has been with our company for two years. Employee A spouse just gave birth prematurely to twins. He requested leave to be with his spouse, which was granted.
Employee A has been on leave for 11 weeks, and has asked to return to work, and has asked to be paid the salary withheld from his 11-week leave. The new manager has agreed to Employee A’s return to the previous job, atthe previous rate of pay. But the manager has denied the request for the 11 weeks of withheld salary. Under the Family and Medical Leave Act of 1993, it states the requirements that provides certain employeeswith up to 12 workweeks of unpaid, job-protected leave a year, and requires group health benefits to be maintained during the leave as if employees continued to work instead of taking leave. (Www.dol.gov2014) Employee A meets the eligibility of the FMLA, he has worked for the company for at least 12 months, and our company has over 75 employees. He has accrued leave entitlement, which was granted to the employee. He is eligible to take 12 workweeks of unpaidleave for the birth of his newborn twins and is caring for an immediate family member. Unfortunately the FMLA is not required to pay for time off it is used to hold your position in the company until the employee returns back to work. If the employee wanted to use his accrued vacation and sick days for his leave that is allowed. So the new manager is protected under the FMLA and made the correct decision