M E M O R A N D U M
TO: Director of Human Resources
FROM: Nichole Highfill, Human Resources Compliance Coordinator
DATE: 16 Aug, 2014
RE: Recent Compliance Disputes

Thank you for your recent inquiries into our company’s compliance with federal and state regulations for discrimination in hiring and employment. After researching each of the 3 situations that you have brought to my attention, the following information contains the facts of the rule of the law and how it applies to each scenario, along with my own conclusions as to whether or not we have violated those laws at Company X, maintaining each employee or potential employee’s privacy by using anonymous names to describe them.
In regards to Employee A, I have looked at the policies and procedures surrounding the situation and understand that the Family Medical Leave Act (FMLA) applies here. FMLA applies to companies with more than 50 employees and to employees who have been with the company for more than a year, though the year does not need to be consecutive. FMLA provides employees with 12 weeks of unpaid leave in situations that require them to be off of work for major health reasons or to take care of family member’s for major health reasons. Situations that are covered by FMLA include the following: birth of a child, a child being placed in the home or adoption or foster care, caring for a spouse, child, or parent with a serious health condition, having a serious health condition of their own making the employee unable to perform major functions of their jobs, or qualifying need from a spouse, child, or parent being military on covered active duty or call to active duty status. The leave time to care for covered service members with serious illness or injury when the employee is the spouse, child, parent or next of kin to the service member is 26 weeks per year, which is separate from the 12 weeks