You are the Director of Compensation and Benefits for Lansing-Smith Corporation, a 6-month old sales and service organization that currently has a workforce of 150 employees. You recently joined the organization when the Vice President of Operations decided to move the Compensation and Benefits function out of the Accounting Department, into a separate function. From your own observations you have identified several areas in need of review, redesign or development, including projects such as an audit of current pay plans to ensure they are aligned with federal regulations, an analysis of various pay plans to assess which plans will provide maximum benefit for Lansing-Smith, extensive job analyses to ensure a solid understanding of each position, job evaluations to determine the worth of the positions, consideration of various incentive plan designs to identify a plan that effectively drives individual and group performance to achieve production goals and research, development, communication and management training for a company-wide performance appraisal process.
You are dedicated to developing compensation and benefit practices that are motivating and empowering for employees. You are confident that with well-developed programs and practices, employees will be motivated to perform at higher levels, thereby driving overall company performance.
Your interning niece e-mails you from D.C. Once again, she is interested in hearing how well legislation for employee protection and rights is working in the "real world".
Download and review Family and Medical Leave Act.
(http://www.dol.gov/esa/whd/fmla/index.htm) The Department of Labor's site, which provides FMLA compliance assistance.
Download and review Family and Medical Leave Act: Balancing Work and Family. (http://www.employer-employee.com/fmla.html) Offers guidelines for employers on FMLA compliance.
What are your thoughts on some of the challenges you feel companies are faced with in terms of complying with the FMLA regulations?
Any help with these questions will be much appreciated. Thank you.© BrainMass Inc. brainmass.com October 16, 2018, 7:02 pm ad1c9bdddf
Referring to the Family and Medical Act (FMLA), this solution discusses how well legislation for employee protection and rights is working in the "real world". It also discusses some of the challenges companies are faced with in terms of complying with the FMLA regulations.
Family Medical Leave Act, FMLA, Guidelines
Maria worked for Big Business, Inc. and qualified for FMLA leave. Her husband, George, suffered from serious medical conditions, and Maria looked after him, transporting him to medical appointments, cooking for him, giving him his medications, helping him move about, and providing psychological support for him. Big Business had consistently approved FMLA leave requests for Maria of one or two days when she had to do something to assist George. On May 10, Maria requested FLMA leave from June 15 to July1 to assist George in traveling, though she did not specify the reason for the travel. The reason for the travel was to make a pilgrimage to a religious site that was thought to provide healing powers. George did not receive any recognized medical treatment during that pilgrimage, though Maria did assist him in moving around and in giving him his medications.
On June 1, when Big Business requested certification from George's doctors that he would receive necessary medical treatment during his travels, George's doctors responded on June 16 that they were not scheduled to provide any medical treatment to George between June 15 and July 1 and that they had no information that George would receive any medical treatment during his travels. Big Business attempted to call Maria on June 16 when they received the information from the doctors to tell her that the FMLA leave request was not granted, but they were not able to reach Maria since she and George had already left on the pilgrimage.
Since the FMLA leave was not granted and since Maria was absent from work from June 15 to July 1, Big Business terminated her. Was Maria entitled to the FMLA leave that she requested? Did Big Business violate Maria's rights in terminating her?
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