Fmla Violations
The legal aspect is one of the major issues in Human Resource Management. I will look at the other side of violation of employment law. The Family and Medical Leave Act of 1993 permits employees up to twelve weeks of unpaid leave per year for a new baby, a sick family member or the employee’s own serious illness. Many companies offer more than what is required by law. For example, the law states employees must provide medical certifications of the illness or birth and can also request another medical opinion. Many companies do not require documentation and also allow employees to use FMLA paid leave along with their paid vacation days or sick days in order to take off more than twelve weeks (Cascio & Aguinis, 2011).
A couple of years ago, …show more content…
And then there is the employee with the “perfect fit.” That’s the one who manages to use exactly 12 weeks of leave every year.” Employers can avoid these situations by: training the managers, checking the policies, require complete certification from all employees using FMLA instead of trusting their word, request second medical opinions, and utilize investigative or surveillance devices (Effland, 2010). This last suggestion seems extreme and expensive, but whatever it takes. It is illegal to refuse FMLA to an employee, but when it is abused, it hurts the organization and the credibility of other employees who really do need …show more content…
Many interview questions can be perceived as unfair and illegal. Questions that should not be asked include: What years were you born or how old are you? Are you pregnant or plan on getting pregnant? Do you have children? Have you ever been to a psychologist or psychiatrist? Are you taking prescription drugs? There are many others. Some are obviously discriminatory, but others are harder to pick out. For example, you cannot ask a candidate if they have ever been arrested, but you can ask if they have been arrested for a felony in the past five years (Levy, 2013).
Although interviews have low validity for predicting future job performance, they are very important because employers and candidates can exchange important information about the organization and about the candidate. It is also important for the interviewer and the candidate to meet in person so that the interviewer can get a feel for the candidate and the candidate can get a feel for the organization and possibly a realistic job preview (Levy,
A couple of years ago, …show more content…
And then there is the employee with the “perfect fit.” That’s the one who manages to use exactly 12 weeks of leave every year.” Employers can avoid these situations by: training the managers, checking the policies, require complete certification from all employees using FMLA instead of trusting their word, request second medical opinions, and utilize investigative or surveillance devices (Effland, 2010). This last suggestion seems extreme and expensive, but whatever it takes. It is illegal to refuse FMLA to an employee, but when it is abused, it hurts the organization and the credibility of other employees who really do need …show more content…
Many interview questions can be perceived as unfair and illegal. Questions that should not be asked include: What years were you born or how old are you? Are you pregnant or plan on getting pregnant? Do you have children? Have you ever been to a psychologist or psychiatrist? Are you taking prescription drugs? There are many others. Some are obviously discriminatory, but others are harder to pick out. For example, you cannot ask a candidate if they have ever been arrested, but you can ask if they have been arrested for a felony in the past five years (Levy, 2013).
Although interviews have low validity for predicting future job performance, they are very important because employers and candidates can exchange important information about the organization and about the candidate. It is also important for the interviewer and the candidate to meet in person so that the interviewer can get a feel for the candidate and the candidate can get a feel for the organization and possibly a realistic job preview (Levy,