If the leave is foreseeable but the employee fails to provide his employer with appropriate advance notice, the employer may delay FMLA coverage for 30 days from the date of notif ication.
The employer may, of course, delay coverage for less than 30 days-so 15 days is an option-but the employer has a full 30 days. The employer may not, however, delay coverage beyond this, so 45 days or 60 days is far too long.

The Hierarchy of Needs Theory of 1954, which discusses the relationship between an employee and his job and which is also the starting point for many of the other theorists, is attributed to Abraham Maslow. Fredrick Herzberg is credited with the Motivation/Hygiene Theory of 1959; Clayton Alderfer is responsible for the ERG Theory of 1969; Victor Vroom is credited with the Expectancy Theory of 1964.

The Genetic Information Nondiscrimination Act of 2008 does not make employers responsible for information acquired by accident However, employers have no legal right to make decisions or change an employee's work situation based on that information, so Abbeys only option is to keep the information to herself and take no action. Answer choice A is incorrect because the law does not require Abbey to report the employee's personal information to her superiors, nor should she take such a step. Answer choice B is incorrect because the Department of Labor does not need to be updated on this type of individual employee information (and reporting it could make Abbey legally responsible for divulging an employee's personal details). Answer choice C is incorrect because Abbey has no legal responsibility to discuss the situation with the employee, nor should she counsel the employee about changing the work situation.

Employees are not eligible to apply for unemployment insurance if they voluntarily resign their positions (assuming the resignation was not due to discrimination or other harassment in the workplace). The specif ic requirements vary from state to state, but typically, to be eligible to file for unemployment, an individual must be actively seeking a new job so they can eventually come of f unemployment and must also have satisfied their respective state's "base period" for how long they worked with their previous employer prior to their termination. Eligibility for unemployment also depends on the conditions of the individual's termination: short-term layof fs for business reasons qualif y as an eligible termination event.

The VP of HR displays cultural competence by recognizing this comment as an inappropriate gender stereotype. The right thing for her to do is to speak up, make the controller aware of the implication of his joke, and ask him to refrain from gender stereotyping in the future.