Our company's decision to grant the mother paid maternity leave complies with the Family and Medical Leave Act of 1993. To qualify for the leave , the couple does not need to be married, and if they work for the same company, they are both entitled to a combined 12 weeks of unpaid leave. Under the FMLA, employers are required to provide eligible employees with up to 12 weeks of unpaid leave for medical reasons, including childbirth. Our company respects the decision to give the father only a few weeks and the mother a full 12 weeks. Allowing the father to take two additional weeks of unpaid leave is a generous offer because it goes beyond what the FMLA requires. It is also nice that the company offers paid leave. This leave may be offered as FMLA leave because it is for paternity reasons. If our company knew about the former director of Entertainment 720 Inc. soliciting our employees, then we would have a valid case against him. Most likely, our employees would have signed a non-solicitation clause and our company can look for evidence in past phone records. In this case, the former manager is violating the agreement because he is taking our current employees. If our former employees continued to damage our reputation, we could sue them for damages if there was intent to harm our business through defamation. Regarding our job offer, it is legal, but risky to advertise it. The only discrimination for which we could be held responsible is the family requirement. Per our Human Resources Department, requiring a mother to have a family of adult children is considered prior discrimination under Family Responsibility Discrimination. Additionally, only interviewing women could be considered additional discrimination...in the middle of the paper...this is not possible. If our workers decide to create a Facebook page defaming our company, we have the right to ask them to delete the Facebook page and fire them if they do not comply. The First Amendment applies only to government control of speech and does not apply to private employers. Our company should include a clause in the employment contract that specifies what their social media rights are regarding our company. If our company contains this type of clause in our contracts, it is also not a violation of the First Amendment. Our employees are an extension of our company, and what they do and how they act has a direct impact on our company's reputation. If they perform these actions after work, they remain contract workers. If they are employed at will, then we can fire them if they do not meet our requirements..