Family and Medical Leave Act of 1993
This regulation was enacted in February 1993 by the USA government. All employees have the privilege to be away from the workplace for a period of up to 12 months so as to attend to family issues that are pressing. Both men and women could be given this unpaid leave due to acute health conditions of a family member so that they can take care of them. This bill was an idea brought by Chris Dodd and covered the care for sons, wives and husbands, and foster children.
Americans so much value their social lives. This bill was introduced to this effect. One could be given leave in case he or she was not in a position to do their jobs and also if they were headed to caring for a sick spouse, parent, or child. The employees are allowed by the law to stay at home during this time and then come back to their jobs after they are done with the assignment. A maximum of 12 months was given to this effect. The basic importance of this rule was to give a guarantee to the employees that they will retain their jobs on come back. In case their previous posts were no longer available; the employees were to be given jobs of similar rank and pay as their previous positions (Beatty, 2005).
Application to Case One
The employee in question, having worked for two years, was entitled to this act. The spouse of this man is covered among those unto whom the policy covers. The man came back to his job after 11 months. The fact that the new manager reinstated the man back to the job is a good sign that the company has adhered to the policy. The policy however does have a provision for payments to be made. The company is judged rightly by refusing to give the money as demanded by the man in question. Another important step carried out b the new manager was that of retaining employee A back to his position and rank. Employee A must have asked for compensation for the with-held salary out of ignorance.
Age Discrimination in Employment Act of 1967
The law was introduced on December 15, 1967, to prohibit age discrimination in employment. It was enacted by the Senate and House of Representatives of the United States of America in Congress assembled. This law protects the old from being oppressed in the workplaces so as to favor the young. This law was formulated because, in the face of rising productivity and affluence, older workers find themselves disadvantaged in their efforts to retain employment, and especially to regain employment when displaced from jobs.
This law has the purpose of promoting employment of older persons based on their ability rather than age; and also prohibits arbitrary age discrimination in employment; to help employers and workers find ways of meeting problems arising from the impact of age on employment. The Age Discrimination in Employment Act does not forbid favoring the young over the old, but it does prohibit having a discriminatory preference for the young over the old. Anybody found going against the law is bound to prosecution in a court of law.
Application of the Law on Case Two
Employee B had worked with the company for 42 years. A lot of benefits and pension had accumulated for all this time. Employee B must have gained a lot of skills and experience for his job. Such an enormous level of experience is worth promotion. The evaluation carried out also backup this experience. The management should have considered employee B for a promotion and not the 32-year-old man. The ranking and job analysis also show that the younger man is a junior in the job.
Age discrimination in the employment act is actually breached by company X. the management should have promoted the older man. Legal experts could also argue that the age discrimination act finds no offense in the promotion of the young man. This could be true but fails on the fact that the promotion was denied due to the age factor. Employee B has a right to be protected by the age discrimination law.
Americans With Disabilities Act of 1990
This is another law in the USA that covers the rights of special cases in society. This act was introduced in July 1990 and was signed into action by the hen president; George Bush. This is a law that warns against any form of discrimination against the disability. This law offers protection to the disability of all forms as they interact with the general public. Different forms of disability are covered under this act. This ranges from blindness, deaf conditions, physical handicaps, and skin abnormalities (DeLeire, 2000).
This law covers all the sectors in the social spheres. Employers are bound by this order. No one is to be discriminated against by an employer because of their physical disabilities. All qualified personnel should be given a chance to work at any place. The law emphasizes that it is not the appearance that should be used to gauge employees but rather the skills and qualifications. The recruiting procedures should be fair to all. The law outlines a series of practices that are considered discrimination. This includes denying employment opportunities to people who truly qualify, classifying some groups of people in diverse ways, or failure by employers to make necessary physical amenities that are so much required by the physically challenged persons.
Application of the Law in Case 3
Applicant C in this scenario is suffering from paralysis. This is a physical disability since she must be provided with a wheelchair to aid her movement. Applicant C must also be provided with special facilities at the lift so that she can be mobile and effective. The job involves moving in all the offices and hence calls for these facilities to be provided for applicant C. The action of company X to deny applicant C the opportunity is actually wrong according to the laws in this provision. Applicant X has a right to sue the company for breaking the laws.
Works cited
DeLeire, (2000). Acemoglu setting rather Linda, ed., Backlash against the ADA: Reinterpreting Disability Rights Ann Arbor: University of Michigan Press.
Beatty, S (2005). Business Law and the Legal Environment.NY: Oxford.