$1)$An individual is asked to read Chapter $10$ from textbook: Employment Law for Human Resource Practice, $7$th Edition, $(2024)$ David J$.$ Walsh$)$ as well as read the summary of the Massachusetts PFML which is as follows: PFML and FMLA are federal programs that provide unpaid time off and job protections, while PFML is a state$-$administered program that offers paid family and medical leave and job protections if qualified. Accrual of vacation and sick time depends on your employer's policy, and you should consult your Human Resources department for more information. Employers may not discriminate against you for exercising a right under the PFML program, but they are not required to allow PTO accrual during leave periods. A $7-$day waiting period is typically required when starting paid leave in each new benefit year, but no second $7-$day waiting period is required if you transition immediately from medical leave to family leave or have been approved for intermittent leave. Top off allows employees to supplement their weekly PFML benefit payment with accrued PTO up to their Individual Average Weekly Wage $($IAWW$).$

$-$Note: Both the FMLA and the PFML provide protections to employees who need to take a leave of absence from work for medical and other reasons in Massachusetts.

A$)$ The individual is asked to explain the similarities and differences between these two laws in Massachusetts. Hint: $**$The individual needs to think about things like eligibility, leave duration, benefits, employer size, and anything else the individual can compare and contrast to give as examples to justify the individual$$s way of thinking.

$2)$Please answer the question: What is NOT considered a qualifying event under the FMLA? $(***$ please choose the correct option A$-$E$)$

A$)$ Placement of a son or daughter with the employee by adoption or foster care

B$)$ The birth of a son or daughter of the employee

C$)$ The inability of an employee to perform the functions of his job due to a serious health condition

D$)$ The need for time off to attend parent$$teacher conferences or counseling for marital problems

E$)$ The need to care for a spouse, son, daughter, or parent with a serious health condition

$3)$ Please answer the question True or False: Employers are permitted to require medical certification of fitness upon an employee$$s return to work, provided that this is the employer$$s general practice. $(***$ Please choose if it is True or False$)$

$4)$ Please answer the question: What would NOT be considered a "serious health condition" under the FMLA? $(***$ please choose the correct option A$-$E$)$

A$)$ an illness that requires fewer than two or more treatments by a health$-$care provider and no continuing care by a health$-$care provider

B$)$ periods of incapacity relating to pregnancy or prenatal care

C$)$ long$-$term periods of incapacity due to conditions for which treatment may not be effective $($e$.$g$.,$ stroke, terminal diseases$)$

D$)$ an illness or injury requiring more than three days in a hospital

$5)$ Please answer choose the false statement: Which statement is FALSE when we are analyzing requirements for FMLA leave? $(***$ please choose the correct option A$-$D$)$

A$)$ Employers can require that requests for leave based on serious health conditions be supported by certifications from health$-$care providers.

B$)$ Employees have fifteen days to provide medical documentation to support their FMLA request.

C$)$ If medical documentation provided by an employee is insufficient, the employer can terminate him or her within $5$ days if additional medical records are not provided.

D$)$ Employers are permitted, at their own expense, to require employees to obtain second medical certifications if documentation from the employee's own doctor is insufficient.

$6)$Please answer the question True or False: Employers can avoid all FMLA obligations by providing employees with worker's compensation benefits. $(***$ Please choose if it is True or False$)$