leam Members on both the answer sheet the statements following each case problem

Question

leam Members on both the answer sheet the statements following each case problem on the examination and Directions: Please print your team number and team members" names and the examination. Read the statements following each case pr indicate on the answer sheet whether those statements are True or False by placin in the appropriate space on the answer sheet. If you wish to explain your an asterisk ) next to your answer on the answer sheet and attach your written ex submitted answer sheet, indicating the case problem and statement to which your ex g a "T" or a "F , place an swer your written explanations to the ment to which your explanation relates Case 1: Erdmann v. Nationwide Insurance Co, 621 FS Case I: Erdmann v. Nationwide Insarance Co, 621 F.Supp.2d 230 (M.D. Pa. 2007). The dispute in the instant case centers around Nationwide's decision to terminate Brenda Erdman's employment. Erdman began her employment with Nationwide in 1930. In 19ys while still employed at Nationwide, Erdman gave birth to a disabled daughter with a hea Brenda condition and Down Syndrome. Erdman was twice granted modifications to her work schedule "due to the needs of her disabled child." Then, on March 12,2003, Erdman's supervisors informed her that Nationwide was revoking her modified work schedule and that her job would be eliminated unless she agreed to work full-time in her clerical position. Erdman accepted the full-time position, but "sought confirmation that she would be able to use her previously scheduled vacation in August 2003, to care [for] and supervise her 10-year-old daughter." One of Erdman's supervisors informed her that it was "unlikely" that Nationwide would permit her to take the requested vacation. Erdman responded that she would seek leave under the FMLA if her previous vacation request was not approved. To solidify her request for leave, Erdman submitted FMLA paperwork to Nationwide on April 22, 2003, seeking a period of leave that was to commence on July 7, 2003. On May 6, 2003, Erdman requested Nationwide's decision Nationwide terminated Erdman's employment on May 9, 2003. Nationwide contends that inappropriate workplace behavior." Erdman denies these allegations and counters that her regarding her FMLA leave by May 9, 2003. Erdman's employment was terminated because she engaged in "multiple incidents of termination was the culmination of "a focused and insidious campaign by her supervisor and other Nationwide managers to develop pre-textual bases upon which to fire her to prevent h from taking FMLA leave. Erdman commenced the instant action, asserting claims pursuant to the Family Medical Leave Act ("FMLA") and the ADA. 1. Nationwide Insurance has violated the Americans with Disabilities Act by firing Erdman from her job, even though Erdman does not have a physical or mental - impairment that substantially limits her ever day activities

Explanation / Answer

True, the Nationwide insurance have violated American with Disability Act   because even tough Erdmann doesn’t have any physical and mental disability and impairment which could hurdle her day to day activates, but she was taking care of her disable daughter. The American with Disability Act protects those who take time-off to care for their disable family members. True, because the ADA (American Disability Act)restrict the employee to modify working schedule of employee taking care of their disable child and compel her to do full time job. True, because according to FMLA act employees are eligible for leave only if they give the service of at least 1250 hours. False, because according to Fair labour Standard Act, an employee is entitled to get overtime compensation if he/she has worked for m40 or more than 40 hours in a week. True, because as per the unemployment compensation employees are entitle to get compensation in the case when employer fire for pretextual reasons.

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