Analysis Task 2 Human Resources Situation Analysis Report
Human Resources: Situations Analysis Report
Lit1 Task 2
WGU
Tenetra Crawford
Three situations were submitted to me for analysis to determine if any federal acts were violated. I have reviewed each situation and below is a brief summary of the specific federal acts that applies to the scenario and if any violations occurred. This report will allow you to determine if any actions are required by department managers to remedy these situations.
Situation A The employee in this situation was out on leave for eleven weeks due to the premature birth of twins to the employee’s spouse. The employee was allowed to return to work in same position and rate of pay. The employee’s request to receive pay for the eleven weeks missed of work was denied. No violation was committed. …show more content…
FMLA is allowed for any employee that has worked for the company with more than fifty employees for at least twelve months and has worked a minimum of one thousand two hundred fifty hours (“Family and medical,” n.d.). Any employee that meets these requirements is allowed to take time off for personal medical issues, serious health conditions of a qualifying family member or for the employee to have a baby (adopt a child). In these cases the employer is not required to pay the employee for this time off, however the employee is entitled to return to work with the same position and salary. This employee has worked for the company for two years and it can be concluded that the minimum hours worked to receive FMLA was achieved. The employer held the employee’s position in the company with no demotion which is also covered by the Family and Medical Leave Act. And the refusal from the company to pay wages missed over the eleven week leave is covered in the act as well, stating it is the discretion of the company to pay any wages while
Lit1 Task 2
WGU
Tenetra Crawford
Three situations were submitted to me for analysis to determine if any federal acts were violated. I have reviewed each situation and below is a brief summary of the specific federal acts that applies to the scenario and if any violations occurred. This report will allow you to determine if any actions are required by department managers to remedy these situations.
Situation A The employee in this situation was out on leave for eleven weeks due to the premature birth of twins to the employee’s spouse. The employee was allowed to return to work in same position and rate of pay. The employee’s request to receive pay for the eleven weeks missed of work was denied. No violation was committed. …show more content…
FMLA is allowed for any employee that has worked for the company with more than fifty employees for at least twelve months and has worked a minimum of one thousand two hundred fifty hours (“Family and medical,” n.d.). Any employee that meets these requirements is allowed to take time off for personal medical issues, serious health conditions of a qualifying family member or for the employee to have a baby (adopt a child). In these cases the employer is not required to pay the employee for this time off, however the employee is entitled to return to work with the same position and salary. This employee has worked for the company for two years and it can be concluded that the minimum hours worked to receive FMLA was achieved. The employer held the employee’s position in the company with no demotion which is also covered by the Family and Medical Leave Act. And the refusal from the company to pay wages missed over the eleven week leave is covered in the act as well, stating it is the discretion of the company to pay any wages while