LIT1 Task 2
The Family and Medical Leave Act sets regulations for job-protected leave related to family and medical reasons. FMLA applies to organizations with 50 or more employees working within 75 miles of the employee’s worksite (“Employment Laws,” n.d., para. 6). Employees who have been with their current employer for 12 months and who have worked 1250 hours of service in the previous 12 months are eligible for 12 weeks of unpaid leave through FMLA (“Eligibility Requirements,” Revised 2013). FMLA covers the following leave reasons:
The birth of a child, or the placement of an adopted or foster child.
A serious health condition that makes the employee unable to perform the essential functions of their job.
To …show more content…
The Americans with Disabilities Act of 1990 prohibits job discrimination against people with disabilities. The ADA applies to all terms of recruitment and employment for employers with 15 or more employees (“ADA Questions and Answers,” (Revised 2009). Under the ADA, it is illegal to discriminate against qualified individuals and requires employers to make reasonable accommodations to ensure individuals with disabilities can perform the essential functions of their job. Reasonable accommodations are modifications or adjustments to the work environment that would allow someone the ability to do their job (“ADA Questions and Answers,” (Revised 2009). Reasonable accommodations may not bring undue hardship to an employer or require significant difficulty or expense. When complying with the ADA, job descriptions will help provide an outline of essentials functions of a job. In order to know if someone is able to perform the essential functions, a job description must be documented.
Assuming that Applicant C was the most qualified candidate, Company X would