Jack works as a mechanic in No Limits Inc., an automobile manufacturing company. While employed as a service technician for the defendant, Jack suffered back injuries in March 2005 and April 2005. Though he applied for leave, he did not undergo any medical treatment and did not provide an injury report in writing. Jack was absent through the month of June, calling in sick each day without providing any other information and not seeking medical treatment during this time. As Jack had exhausted his available sick leave and vacation leave, he was terminated when he returned to work on July 3, 2005. Can Jack sue his former employer for violating the Family and Medical Leave Act (FMLA) by failing to reinstate him in the company?
Crimson Inc. is an American company that manufactures fiber cement products. Mel works as a plant supervisor. She had to take leave in order to care of her mother, who had undergone surgery for a serious health condition. The management of the company terminated Mel for taking intermittent leave.
Is the termination order justified?

GHG Bellfast, a shipyard company, employed a female welder. She was harassed by certain male employees. The men drew obscene graffiti directed at the victim all over the plant. They also made numerous suggestive and offensive remarks to the victim concerning her body. The victim complained about this atmosphere of harassment. The company’s supervisory personnel immediately transferred those male employees to another department with a warning. A few days later, she sued the company for creating a hostile working environment. Does GHG Bellfast have any defense against the charges?

Jessica Hopkins, a marketing manager of a firm, has a stellar employment record with the firm. When her name came up for promotion, the committee responsible for promotions felt that clients would not respond well to a female head, so they gave her a salary hike instead. Can Jessica sue the firm in this case?
According to a lawsuit filed by the Equal Employment Opportunity Commission, Asif Jamal, a Muslim, who worked as a security officer for a nonprofit, nonreligious group in the United States, was fired after he refused the company’s request to donate money to a Catholic school because the school’s religious mission was different from his own beliefs. Is the nonprofit group liable to be sued for promoting religious discrimination?

Sue works as a waitress at Joe’s Sports Bar in Boston. She is an employee-at-will. When the Yankees come to Boston to play the Red Sox, Sue comes into work wearing a Yankees hat. Joe, who owns the bar, sees her in the hat and fires her on the spot, saying he can’t have any Yankee fans working at the bar. Sue wants to know if she can sue Joe for wrongful termination? As far as she is concerned she has done nothing wrong. How would you advise her?