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The federal spending cuts that have severely impacted VentaCare's bottom line will not be rescinded until the budget deficit, debt ceiling, and sequester crises are resolved, and with at the current rate of political progress in Congress, the loss of financial support may as well be considered permanent. To that end, Allison should be exacting in her appraisal process, forgoing any concern over individual employee grievances in order to focus fully on returning VentaCare to economic viability.
3.) What are some benefits Allison should consider changing or eliminating? Why?
With federal law only mandating the provision of unpaid leave days in the event of vacation,...
The financial condition of the company means that Allison cannot abide the practice of paying employees for not working. Furthermore, while encouraging employees to pursue secondary degrees is laudable, Allison should eliminate this benefit entirely until the country's economic health has been restored. Universities and community colleges are by no means immune to the recession's impact, and rising tuition costs have the potential to sink VentaCare into bankruptcy if left unchecked.
Though the employee's husband did spend nearly four weeks being involved in the healing ministry, "nearly half of the trip was spent not in faith healing, but visiting friends, family, and local churches" (FEPG). The bottom line is that the FMLA won't permit employees to take leave when it is a vacation with a "seriously ill spouse" -- even if caring for the spouse is an "incidental consequence" of bringing
Family Medical Leave Act Before the Family and Medical Leave Act (FMLA) was signed into law in 1993, the United States was among the few industrialized nations with no such legislation in place. Employees had to make do with piecemeal legislation, such as the Pregnancy Discrimination Act or with leaves won through union contracts or policies with more enlightened employers. The FMLA, however, was a controversial piece of legislation. On one side, employers
Family Medical Leave Act gives the right to eligible employees to get unpaid and job protected leave from their employers for their family and medical reasons. According to FMLA if employees are eligible then they can take 12 workweeks leaves in a year. Employees take these leave if they are facing serious health problems. Under this Act employers are required to give unpaid leave to employees for family and medical
One reason for the lack of impact, according to the study, is that few employees can afford to take advantage of the law's unpaid leave provisions ("Family Leave Act has little impact," 1994, p. 4) Not only do employers have to now contend with making sure they are following all of the regulations and rules under the FMLA, they too must deal with the increased number of court cases evident
FMLA Family Medical Leave Act Under the Family and Medical Leave Act (FMLA) of 1993, 29 U.S.C.S. § 2611-2654, certain employees are guaranteed up to twelve weeks of unpaid leave per year in order to attend to personal medical problems or medical problems experienced by certain eligible members of their family. In order to be an eligible employee under qualify under § 2611, an employee must have worked for at least 12
" The same trend is occurring in the public sector though not as quickly and not on such a wide scale. Currently there are just under 300 colleges, 150 city and county governments and 13 state governments offering their employees domestic partner benefits that are equal to the benefits provided to their married employees. One of the benefits of including domestic partners in company benefit packages is that it helps to boost