See the attached file.
Employee Benefits (Retirement, Health, Family Medical Leave Act)
Company chosen: Fed Ex
Investigate your company's HRM practices. Realize that some companies do not openly discuss their HRM practices. You will need to make inferences and borrow ideas from other private-sector companies to build your discussion. Discuss those practices as they might work in your organization.
This link has some pertinent information about other companies that might be useful to you as you
Again, we are not looking for factual information specific to your chosen employer. We are looking at current, HRM-specific information that might be applicable to the employer you have chosen. You will be examining how current case law adds to your reading about employee benefits.
There are at least two sources (FindLaw & Cornell) that are useful to help you find recent decisions that you can sort by state. You can also scan through Lexis Nexis Academic to find recent cases from your state: http://www.touro.edu/library/sites/ProprietaryDatabases.asp (scroll to the entry LexisNexis Academic and click on it).
You can also use any other sites if you can find a source for recent state court decisions that involve "employment law," including: http://www.lawcrawler.com or http://www.law.cornell.edu/topics/Table_Labor.htm
Scan through the recent court decisions (appeals courts or otherwise) that involve employment law relating to employee benefits.
Pick two decisions about employee benefits that you find interesting.
For each case:
a. Provide details of the case, including a reference citation listing the full name of the case, court tried and date.
b. Identify and discuss how each case relates to issues discussed in your background readings and/or research.
c. Discuss the implications that you see for your organization. Discuss changes to practices in your organization that you recommend take place relative to these court case outcomes.
4) Finish your discussion by reaching a conclusion about what you've learned.
FedEx, like other organizations, relies on human resource employees to manage
employee benefits and make determinations about eligibility. It is vital that such employees
know and understand any federal, state and local laws regarding the proper application of such
benefits, to avoid litigation and negative public image. Two cases reviewed involve the
interpretation and use of the Family and Medical Leave Act (FMLA). In one case, the individual
employee has given notice about taking leave six months in advance. The other case involves
a union representing one employee, then inviting other union workers to join the suit.
In the first case, Beffert v. Pennsylvania Department of Public Welfare, 2005 WL 906362
(E.D. Pa.), Lisa Beffert informed her employer in January, 2004, that she would be using FMLA
for Maternity leave late in July of the same year. The leave would be taken after her first 12
months of employment. Beffert's supervisors retaliated with a written reprimand, poor
performance evaluation and finally, termination (FMLA, 2007). The employer, the Pennsylvania
Department of Public Welfare, argued that Beffert was not entitled to protection under FMLA,
as her employment began early in July, 2003 and she had not yet been employed 12 months,
when she would be eligible for ...
The solution discusses employee benefits including retirement, health, and family medical leave act.