Stereotyping vs. Inclusion

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Valuing Diversity: Stereotyping VS. Inclusion

1.Explain if it matters that a parent literally had nothing to do with a biological child in order for the child to take advantage of the Family and Medical Leave Act (FMLA) to care for the parent. The Family and Medical Leave Act (FMLA) does not define any kind of restrictions about the existence (or lack) of a relationship between the parent and the son or daughter. The definition of “parent” in the FMLA covers only the legitimate approach of the word. Neither the nature of the relationship or the duration was involved. According to the Family and Medical Leave Act (FMLA) 1993, the employer has the right though to request proof of relationship with the parent. If the parent is biological, it doesn’t matter whether or not he existed in the child’s life. The employee has the right to request a medical leave. 2.Explain whether the size of the business can have any effect on whether Tony is eligible for family leave under the FMLA. Yes, the size of the business does affect the eligibility of Tony for family leave under the FMLA. Title I of the FMLA is administered by the U.S. Department of Labor and applies to private sector employers of 50 or more employees, public agencies and certain federal employers and entities, such as the U.S. Postal Service and Postal Regulatory Commission1. Otherwise, the company is free to whether adopt the FMLA in case of the number of the stuff doesn’t meet the law requirements. Tony is eligible for the Family and Medical leave since we heard him telling Herman that he has more than 50 employees overall. 3.Describe who is covered by the Family and Medical Leave Act (FMLA) of 1993. An eligible employee shall be entitled to a total of 12 workweeks of leaving during any 12-month period for one or more of the following: •Because the birth of a son or daughter of the employee and in order to care for son or daughter. •Because of the placement of a son or a daughter with the employee for...
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