FEDERAL LAWS
Fair Labor Standards Act
The Fair Labor Standards Act (FLSA) of 1938 lays down federal standards on minimum wage, payment for overtime, keeping of records and young people employment for both part time and full-time employees (Nicholson, 2008). Attempts to endorse legislation regarding the number of working hours and overtime pay started in the early nineteenth century, although, Congress did not succeed in adopting the Fair Labor Standards Act pending 1938.
Equal Pay Act
The Equal Pay Act became established in 1963 by federal law with an aim of preventing wage disparities that based on sex. The Equal Pay Act, also, sought to enhance the Fair Labor Standards Act. The Act demands that women and men serving in the same capacity and at the same place of work be awarded equal pay. The Act covers all pays comprising salary, bonuses, overtime pay, holiday pay, life insurance and all other benefits (US Equal Employment Opportunity Commission, 2012).
Americans with Disabilities Act
The Americans with Disabilities Act (ADA) protects civil rights of persons with disabilities. The Act secures equal chances for persons with disabilities in employment, telecommunications, State and local government services and public accommodations (US Department of Education, 2012). Hence, the Act requires employers to accommodate qualified applicants or workers with disabilities and not to discriminate any individual on the basis of a recognized disability (US Department of Education, 2012).
Family Medical Leave Act
The Family and Medical Leave Act became established in 1993. The Act stipulates that all Federal workers must be entitled to a sum of up to 12 workweeks of unpaid leave in any 12-month phase for the reasons that follows (US Office of Personnel Management, 2012). The first reason is in case an employee gives birth to a child and needs time to care for the child. The second reason is whereby the employee receives a child for foster care or adoption. The third reason is whereby a son, daughter, parent or spouse of the employee has a severe health condition, or whereby the employee suffers such a condition, which may make the employee incapable of executing the crucial tasks of his or her job (US Office of Personnel Management, 2012).
Civil Rights Act
The Civil Rights Act became established in 1964. The Act became a landmark portion of legislation in the United States, since it banned main forms of discrimination against women, African Americans, as well as, racial segregation (Nicholson, 2008). The Civil Rights Act marked an end to racial segregation in places of work and schools, as well as, unequal application of voter registration requirements.
Part 2: How KPMG became impacted by Family Medical Leave Act of 1993.
KPMG is a private company that offers tax, audit and advisory services in the U.S. and it has over 23,000 workers and associates in the U.S. Since the establishment of Family Medical Leave Act in 1993 KPMG has adjusted the parental leave and pay requirements for its 23,000 workers and associates in the U.S.
Before the enactment of Family Medical Leave Act, KPMG structured its maternity requirements in four tiers depending on duration of service. Following the enactment of this Act, the Company adjusted its provisions, in favor of more employees. At present, any worker who has served the company for more than 26 weeks, at the date of request, can obtain full compensation during the initial 18 weeks of maternity leave (Eugene, 2005). Prior to the enactment of Family Medical Leave Act, these services could only be accessed by workers who had at least four years of service, in the company.
Further, KPMG offers full salary to new fathers for up to four weeks, as well as, adoptive parents. Also, the company offers funded Onsite daycare and sets an emergency interim daycare centre for newborns that belong to their employees. Presently, KPMG has conveyed all its medical and parental provisions to all employees.
Also, KPMG provides 12 weeks medical leave for employees who have provided service at the Company for at least twelve months. Such medical leave may involve the sickness of the employee himself, a spouse, child or parent. However, KPMG requires staff members to provide a one month notice in cases where the need for leave can be predicted. Besides, KPMG requires sick employees to provide medical certification to verify the need for the leave. KPMG maintains health coverage for such an employee, and upon recuperation, the worker resumes to his initial position or a different position with equal pay and other benefits.
Thus, KPMG attempts to provide a work environment that caters for both the needs of the Company and employees, through complying with the Family Medical Leave Act.
Eugene, D. (2005). KPMG LLP. Working Mother, 2(28), 148-232.
Nicholson, S. (2008). The physical therapist's business practice and legal guide. Sudbury: Jones and Bartlett Publishers.
Repa, B. (2010). Your rights in the workplace. Berkeley: Nolo.
US Department of Education (2012). Americans with Disabilities Act (ADA). Retrieved from http://www2.ed.gov/about/offices/list/ocr/docs/hq9805.html.
US Equal Employment Opportunity Commission (2012). Equal pay/compensation discrimination. Retrieved from http://www.eeoc.gov/laws/types/equalcompensation.cfm.
US Office of Personnel Management (2012). Family and medical leave. Retrieved from http://www.opm.gov/oca/leave/html/fmlafac2.asp.
