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Employment Law

Ch 13 Doris was an employee in a bank’s Demand Services Department. She suffered from dysthymia, a form of depression, along with phobia and bouts of more intense depression. Over several years she was absent from work on a relatively frequent basis. The employer discharged her after continuing absences following .0 periods of probation for absences from work. She was discharged the day after she had called in that she would be absent because of “depression again.” Should Doris’s condition be considered a “disability?” If so, what, if any, accommodations could have been made for Ms. Doris? Do you believe her discharge violates the ADA?
CH 13 Explain how someone could be covered by the ADA when they are not at all disabled, under the provision for “perception of impairment.”
Ch 16 What are the benefits of the Family Medical Leave Act (FMLA) of 1993? How do these benefits relate to other types of employment leaves? Might the provisions 61 161 act be abused? Explain why or why not. How might employers prevent abuses? Please provide real-life examples. Managing diversity An employer is concerned that her workplace has only a few African Americans, Hispanics and women in upper-level management and skilled labor jobs. Most unskilled labor and clerical positions are held by women and minorities. Employer decides to institute a program which will increase the numbers of minorities and women in management and skilled labor positions. Is this permissible? Do you have all relevant facts needed to decide? Consider

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