Task One
Western Governors University

Situation A: Family Medical Leave Act of 1993
FMLA entitles eligible employees up to 12 weeks of unpaid leave per year. An eligible employee must have been employed with the company for a minimum of 12 months. The company must have 50 or more employees. An eligible employee is entitled to FLMA for the the birth or adoption of his or her child, a serious health condition of employee, or the employee’s immediate family member. Immediate family members consist of one’s spouse, parent or child.
Employee A is eligible for FMLA because his wife has just given birth to their twin newborn children. He has worked for the company for two years. He requested FMLA and it was granted. Employee A only used 11 weeks of FMLA.
There was not a violation of the Family Medical Leave Act in situation A. Employee A was granted FMLA. He took an 11 week leave of absence to be with his wife after her giving birth of their newborn children. Employee A asked to return to work. He also to be paid for the 11 weeks he used FMLA. Management has that Employee A can to return to his previous job, at the same rate of pay. The new manager did not agree to pay Employee A for the eleven weeks that the employee used for FMLA. Under FMLA guidelines, he is not entitled to a paid leave, unless it was stated in a contract. In this case it was not.

Situation B: ADEA of 1967
ADEA stands for Age Discrimination in Employment Act of 1967. It was enacted to protect people that are applying for a job and employees 40 years of age and up from discrimination. Employers cannot refuse to hire someone due to his being 40 years old and older. Employers cannot factor in age when an employee 40 or more years of age is being considered for a promotion. An employer may not terminate someone because of his or her age.
The mentioned employee is 68 years old. He has been