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Memorandum

TO: Joseph D. Policymaker, Senior Vice-President, Operations, Company X
FROM: John F. Bigshot, Director, Human Resources, Company X
RE: Report on potential violations of federal employment law
DATE: June 4, 2014

Let me begin by recapping the three situations you brought to my attention and address each one individually paying special heed to applicable federal employment laws that may or may not have been violated.

Situation A:
Briefly, the company did not violate federal employment law regarding the Family and Medical Leave Act of 1993.

Mr. John Goodworker requested and was properly granted leave to care for his wife who had just given birth prematurely to twins. Mr. Goodworker had been with the company for more than one year and so was eligible for FMLA (Family and Medical Leave Act) coverage. He experienced two qualifying events: the birth of a child and the care for a spouse who has a serious health condition (premature delivery).

Mr. Goodworker returned to work after 11 weeks and was granted his FMLA-protected former job at his former pay rate. Mr. Goodworker requested but was denied back pay for his absence as he had not accumulated sick leave or vacation leave to cover those 11 weeks. Following is an excerpt of FMLA regulations, posted in break rooms per FMLA section 109 (29 U.S.C. § 2619) requiring FMLA covered employers to post the text of this notice. These regulations clearly state that up to 12 weeks of covered leave is unpaid and that justifies our refusal to pay for his 11 weeks of missed work:

The employee rights and responsibilities under the Family and Medical Leave Act of 1993 and published by the U.S. Department of Labor Wage and Hour Division, WHD Publication 1420, Revised February 2013 and posted in the employee break rooms clearly state that companies like ours must provide:

"… up to 12

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