TASK 2

Situation A:

An employee took time off due to his wife giving birth prematurely. His requested time off was approved by his original manager as the employee qualified for FMLA since he has been with the company for two years and was for the care of his spouse. Under (1)”FMLA rules certain employees can be provided up to 12 weeks unpaid, job-protected leave per year. The employee must work for the company at least 12 months, have at least 1250 hours during the 12 months and the where the employee work, the company must employ at least 50 employees within 75 miles”.
(1) “Eligible reasons for leave to be granted to an employee are: * birth and care of the newborn child of an employee; * placement with the …show more content…

After reviewing the American Disabilities Act of 1990 and the needs of the potential applicant to determine whether retro fitting the existing elevator keypads would create an undue hardship to Company X or not I found the following (3&4) ”Reasonable accommodation is any change or adjustment to the work environment that would allow the disabled worker to perform the essential functions of the job or to allow the disabled worker to enjoy the benefits and privileges of employment equal to employees without disabilities. These additional accessibility alterations are only required to the extent that the added accessibility costs do not exceed 20% of the cost of the original alteration. However, the facility is obligated up to the 20% limit. The path of travel requirement covers elevators, ramps, doorways, pathways, drinking fountains, phones, work space etc.” Company X should provide backup documentation that shows retro fitting the elevators would exceed 20% therefore creating the “undue hardship”.
The only alternative suggestion would be not to retro fit the elevators. Two of the four are not in need of retro fitting so if the potential applicant could safely gain access to all seven floors and still be in compliance with “ADA” then Company X would be