Business Law Several laws have been developed to take care of the employee by regulating the actions of employers faced with different circumstances. The basic premise is that entrepreneurs will always act in their own interest, a situation which often leads to grave social injustices especially among the marginalized and vulnerable groups. This paper discusses three cases and establishes their compliance with the relevant legislations in the US. Situation A (Family and Medical Leave Act of 1993) The situation falls under the provisions of the Family and Medical Leave Act of 1993 (FMLA) signed by former Bill Clinton. The act seeks to enable employees to obtain leave due to medical condition of the self or a close relative and still have hi/ her job back. Under the act, employees are entitled to a 12 week unpaid medical leave within 12 months. The reasons for the leave must be to take care of a child born by the employee; take care of an adopted son or one placed in foster care as well as look after a child, spouse or parent with a serious medical condition. The unpaid leave also applies in a case where the said employee is unable to handle the roles of his position due to health problems. The leave is in addition to the normal paid leave. On return from such leave, the employee has the right to resume to the same position held before taking the leave or its equivalent. On this note, the remuneration, status and any other work related terms and conditions should be as before. However, a notice of at least 30 days has to be given before taking such a leave and more importantly, the employee must be working for a business, which employs at least 50 workers within a radius of 75 miles. The threshold is not applicable to local education as well as public agencies. The employee should also have worked for at least 12 months before being entitled to the leave (The U.S. Equal Employment Opportunity Commission, 2009). In situation A, the employee has worked for more than two years hence, he is entitled to the medical leave. He has also been granted a leave not exceeding twelve weeks as stipulated. Still, his employer has 75 employees, which is above the threshold of 50 set by the act. However, he is not entitled to the withheld salary since the medical leave should be unpaid under the Act. There is no illegality bearing in mind that the worker is to resume previous position on the same pay (The U.S. Equal Employment Opportunity Commission, 2009). Situation B (Age Discrimination in Employment Act of 1967) The situation falls under the Age Discrimination in Employment Act of 1967 (ADEA). The act was enacted to stop discrimination for employees aged 40 years and above at the work place. It also sought to regulate benefits and pensions provided by employers as well as ensure that information pertaining old workers needs is public. The act covers a wide range of issues. It deals with promotions, wages, firing and hiring procedures, job advertisements, benefits to older employees and prohibition of mandatory retirement in some sectors. The act openly allows older people to be favored against the younger ones but not the young against the old. It forbids any form of discrimination in hiring firing promotion,