Hello, my name is Mr. B and I am the newly hired director of human resources for company X. I have been charged with the oversight of 75 employees. My duties as the human resource director are to oversee the hiring and employment practices. I must also ensure that company X is in compliance with pertinent federal laws and regulations to avoid fines and other sanctions that could be imposed. I have recently been asked to evaluate three situations and to submit a report regarding whether the company is in violation in any of the three situations.
Situation A: states that employee A has been working for the Company for 24 months and that his wife has prematurely given birth to two babies. He asked, and was allowed the time off he requested to help his wife care for their new born children. Recently he has requested to return to work and also asked to receive his income that was not paid while he was caring for his new babies. I have been advised that his current manager let him to have his position back that he had at his previous income, but he manager decided to withhold his wages for the time he was out. The family and medical leave act of 1993 (FMLA) was created to help eligible employees, of covered employers, to take time off work without risking job loss or other penalties, during times of medical hardships like the birth of a child, the care of a parent, child, other dependent or a spouse that has a serious medical condition. FMLA was enacted to with the goal of equal opportunities for women in the work force. There are certain requirements that must be meet for an employee to qualify for FMLA. The employee would need to complete 12 months of employment or have work at least 1250 hours during the 12 months preceding the incident. The business must have employed 50 or more people within a 75 mile radius. Lastly the employee must be employed with a covered