Difficulty Here Is That Both Term Paper

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She also might find that she needs more than 18 weeks, and so for her own safety she should have a plan that allows her to return to work in a timely way.

The company should negotiate several options with the current AC, documenting these meetings so there is a record of them, because the reality is that the AC's son may need care at home for longer than the 18 weeks currently requested by the AC. Since the medical requirement is that someone be with the child, the mother might be able to hire someone to stay with him during the day. Another option might be for the mother to work half-days after the boy's condition is somewhat stable, hiring someone to stay with him for the rest of the day. Or she might work two or three days a week. If she shows a willingness to work with the company for a flexible solution, she makes it harder for them to fire her and helps maintain her value as an employee.

Tumulty, Brian. 2005. "Federal medical, family leave law goes up for review." Gannett News Service, May 8.

The employee's medical situation is a serious one as evidenced that the company doctor has approved a 13-week sick leave. Whether the employee has wanted to transfer to shipping for several years or not is irrelevant to his current situation except to demonstrate that openings come up in that department rarely.

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Since the restrictions on his return to work have been set out by the company doctor, there is no question about whether those restrictions must be honored or not (Evangelista-Uhl, 1995). It is clear that the employee needs to be breathing air that is relatively free of dust and other irritants.

Since there are no permanent openings in shipping, the company should look at other options. Surely some workers are absent each day from the shipping company. Perhaps this employee could be trained to be a floating substitute for shipping department absentees. Alternatively, perhaps some positions on the foundry floor are less hazardous than others. Perhaps the employee can work in the foundry area if he wears a respirator. Heat might be a problem, but perhaps heat is less of a factor in some foundry positions than others.

However, Wyland's potential problems go beyond the immediate health needs of this worker. There is no indication that this employee had any underlying susceptibility to these lung problems, which means, that Wyland may well face this problem again with another future. Given modern technology, Wyland should be looking for ways to reduce airborne irritants in the foundry. If they don't, they may end up with lawsuits from multiple employees, some of whose health may have been impaired more permanently than this employee's has been thus far.….....

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