Observations and Data  (1 mark) Table 1: Masses of solvent and solute used  Mass of sample vial and biphenyl : 15.534 g Mass of sample vial emptied : 14.00 g  Mass of biphenyl :2.110 g Unknown number :2 Mass of sample vial and unknown: 13.440 g Mass of emptied sample vial : 13.123 g Mass of unknown added to the biphenyl: 0.240 g (5 marks: for the interpretation of graphs and the data in Table 2)  Table 2: Freezing point data and freezing point depression by unknown  Freezing point of pure biphenyl from run 1: 68.1 celcies  Freezing point of pure biphenyl from run 2 : 68.2 celcies  Freezing point of pure biphenyl from run 3 : 68.2 Average freezing-point of pure biphenyl : 68.2 Freezing point of solution of unknown in biphenyl from run 1: 60.2  Freezing point of solution of unknown in biphenyl from run 2 : 61.4 Freezing point of solution of unknown in biphenyl from run 3 : 60.5 Average freezing point of solution of unknown in biphenyl : 60.7 Freezing point depression : -7.4 1. (3 marks) Calculate the molality of the solution of the unknown in biphenyl.   2. (3 marks) Calculate the molar mass of the unknown 3. (3 marks) You will have been given one of the molecules depicted in the introduction as  your unknown. Which do you believe it is? Base your choice on the experimental molar  mass you calculated from your data, and comment on how certain you are of your  identification Leave Under the Family and Medical Leave Act The Family and Medical Leave Act (FMLA) provides eligible employees with up to 8 workweeks of unpaid leave for certain family and medical reasons during a 6 month period. During this leave, the employee is entitled to continued group health plan coverage as if the employee had continued to work. At the conclusion of the leave, the employee, subject to some exceptions, generally has a right to return. Employee Eligibility Criteria To be eligible for the FMLA leave, an employee must have been employed by the Company: · For at least twelve months (which need not be consecutive) · For at least 90 days during the twelve-month period immediately preceding the commencement of the leave · At a work site with fifty or more employees or where fifty or more employees are located Events That May Entitle an Employee to the FMLA Leave The FMLA leave may be taken for any one, or for a combination, of the following reasons: · A "serious health condition" · The birth of a child Limitations of the FMLA Leave Leave to care for a newborn or for a newly placed child must conclude within twelve months after the birth or placement of the child. When both spouses are employed by the company, they are together entitled to a combined total of twelve workweeks of the FMLA leave within the designated twelve-month period for the birth, adoption, or foster-care placement of a child with the employees, for aftercare of a newborn or a newly placed child, and to care for a parent (but not in-law) with a serious health.

1. Observations and Data
(1 mark) Table 1: Masses of solvent and solute used
Mass of sample vial and biphenyl : 15.534 g
Mass of sample vial emptied : 14.00 g
Mass of biphenyl :2.110 g
Unknown number :2
Mass of sample vial and unknown: 13.440 g
Mass of emptied sample vial : 13.123 g
Mass of unknown added to the biphenyl: 0.240 g
(5 marks: for the interpretation of graphs and the data in Table
2)
Table 2: Freezing point data and freezing point depression by
unknown
Freezing point of pure biphenyl from run 1: 68.1 celcies
Freezing point of pure biphenyl from run 2 : 68.2 celcies
Freezing point of pure biphenyl from run 3 : 68.2
Average freezing-point of pure biphenyl : 68.2
Freezing point of solution of unknown in biphenyl from run 1:
60.2

2. Freezing point of solution of unknown in biphenyl from run 2 :
61.4
Freezing point of solution of unknown in biphenyl from run 3 :
60.5
Average freezing point of solution of unknown in biphenyl :
60.7
Freezing point depression : -7.4
1. (3 marks) Calculate the molality of the solution of the
unknown in biphenyl.
2. (3 marks) Calculate the molar mass of the unknown
3. (3 marks) You will have been given one of the molecules
depicted in the introduction as
your unknown. Which do you believe it is? Base your choice on
the experimental molar
mass you calculated from your data, and comment on how
certain you are of your
identification
Leave Under the Family and Medical Leave Act
The Family and Medical Leave Act (FMLA) provides eligible
employees with up to 8 workweeks of unpaid leave for certain

3. family and medical reasons during a 6 month period. During
this leave, the employee is entitled to continued group health
plan coverage as if the employee had continued to work. At the
conclusion of the leave, the employee, subject to some
exceptions, generally has a right to return.
Employee Eligibility Criteria
To be eligible for the FMLA leave, an employee must have been
employed by the Company:
· For at least twelve months (which need not be consecutive)
· For at least 90 days during the twelve-month period
immediately preceding the commencement of the leave
· At a work site with fifty or more employees or where fifty or
more employees are located
Events That May Entitle an Employee to the FMLA Leave
The FMLA leave may be taken for any one, or for a
combination, of the following reasons:
· A "serious health condition"
· The birth of a child
Limitations of the FMLA Leave
Leave to care for a newborn or for a newly placed child must
conclude within twelve months after the birth or placement of
the child.
When both spouses are employed by the company, they are
together entitled to a combined total of twelve workweeks of
the FMLA leave within the designated twelve-month period for

4. the birth, adoption, or foster-care placement of a child with the
employees, for aftercare of a newborn or a newly placed child,
and to care for a parent (but not in-law) with a serious health
condition. Each spouse may be entitled to an additional FMLA
leave for other FMLA qualifying reasons (that is, the difference
between the leave taken individually for any of the above
reasons and twelve workweeks, but not more than a total of
twelve workweeks per person).
For example, if each spouse took six weeks of leave to care for
a newborn child, each could later use an additional six weeks of
leave due to his or her own serious health condition or to care
for a child with a serious health condition.
An Intermittent or a Reduced Work Schedule Leave
Intermittent leave is leave taken in separate blocks of time.
Reduced work schedule leave is a leave schedule that reduces an
employee's usual number of hours per workweek or hours per
workday.
If an employee takes leave intermittently or on a reduced work
schedule basis, the employee must, when requested, attempt to
schedule the leave so as to not disrupt the company’s operations
unduly. When an employee takes an intermittent or a reduced
work schedule leave for a planned medical treatment, the
company may temporarily transfer the employee to an
alternative position with the equivalent pay and benefits for
which the employee is qualified and which better accommodates
the recurring periods of leave.
Requests for the FMLA Leave
An employee should request for the FMLA leave by completing
the Employer's Request for Leave form and submitting it to the
HR department.

5. When a leave is foreseeable for childbirth, for the placement of
a child, or for the planned medical treatment for the employee's
or his or her family member's serious health condition, the
employee must provide the company with at least thirty-days
notice in advance or a shorter notice that is practicable (that is,
within one or two business days of learning of the need for the
leave). When the timing of the leave is not foreseeable, the
employee must provide the company with the notice of the need
for leave as soon as practicable (that is, within one or two
business days of learning of the need for the leave).
Required Documentation
When a leave is taken to care for a family member, the
Company may require the employee to provide documentation
or a statement of family relationship (that is, a birth certificate
or a court document).
An employee may be required to submit a medical certificate
from a health-care provider to support a request for the FMLA
leave for his or her or a family member's serious health
condition
If the Company has a reason to doubt an employee's initial
certification, the Company may (i) obtain the employee’s
permission and have a designated health-care provider contact
the employee's health-care provider in an effort to clarify or
authenticate the initial certification and/or (ii) require the
employee to obtain a second opinion by an independent
company-designated health-care provider at the Company’s
expense. If the initial and second certifications differ, the
Company may, at its expense, require the employee to obtain a
third, final, and binding certification from a jointly selected
health-care provider.
During the FMLA leave, the Company may request the
employee to provide recertification of a serious health condition

6. at regular intervals in accordance with the FMLA. In addition,
during the FMLA leave, the employee must provide the
Company with the periodic reports regarding his or her status
and the intent to return to work. If the employee's anticipated
return-to-work date changes and it becomes necessary for the
employee to take more or less leave than originally planned, the
employee must provide the Company with a reasonable notice
(that is, within two business days) of his or her changed
circumstances and the new return-to-work date. If the employee
gives the Company the notice of his or her intent of not
returning to work, the employee will be considered to have
voluntarily resigned.
Before the employee returns to work from the FMLA leave
taken for his or her own serious health condition, the employee
may be required to submit a fitness-for-duty certification from
his or her
healthcare provider, with respect to the condition for which the
leave was taken, stating that the employee is able to resume
work.
The FMLA leave or a return-to-work date may be delayed or
denied if the appropriate documentation is not provided in a
timely manner. Also, a failure to provide the requested
documentation stating the reason for an absence from work may
lead to the termination of employment.
Use of Paid and Unpaid Leaves
The FMLA provides eligible employees with up to twelve
workweeks of unpaid leave. If an employee has accrued paid
leave (a vacation, a sick leave, or a personal leave), the
employee may use any qualifying paid leave first. "Qualifying
paid leave" is leave that would otherwise be available to the
employee for the purpose for which the FMLA leave is taken.
The remainder of the twelve workweeks of leave, if any, will be

7. the unpaid FMLA leave. Any paid leave used for an FMLA
qualifying reason will be charged against an employee's
entitlement to the FMLA leave. This includes leave for
disability or for workers' compensation injury/illness, provided
that the leave meets the FMLA requirements. The substitution
of a paid leave for an unpaid leave does not extend the leave
period of twelve workweeks.
Designation of Leave
The Company will notify the employee that the leave has been
designated as the FMLA leave. The Company may provisionally
designate an employee's leave as the FMLA leave if the
Company has not received medical certification or has not
otherwise been able to confirm that the employee's leave
qualifies as the FMLA leave. If the employee has not notified
the Company of the reason for the leave and the employee
desires the leave to be counted as the FMLA leave, the
employee must notify the HR department within two business
days of his or her return to work that the leave was for an
FMLA reason.
Maintenance of Health Benefits
During the FMLA leave, an employee is not entitled to
continued group health plan coverage under the same conditions
as if the employee had continued to work.
Return from the FMLA Leave
On returning from the FMLA leave, the Company will place the
employee at the same position the employee held before the
leave or at an equivalent position with the equivalent pay,
benefits, and other employment terms.
Limitations on Reinstatement

8. An employee is entitled to reinstatement only if he or she would
have continued to be employed had the FMLA leave not been
taken. Therefore, an employee is not entitled to reinstatement if,
because of a layoff, a reduction in force, or any other reason,
the employee would not be employed at the time job restoration
is sought.
The Company reserves the right to deny reinstatement to the
salaried, eligible employees who are among the highest paid 10
percent of the Company’s employees employed within 75 miles
of the work site ("key employees") if such denial is necessary to
prevent the substantial and grievous economic injury to the
Company’s operations.
Failure to Return to Work following the FMLA Leave
If the employee does not return to work following the
conclusion of the FMLA leave, the employee will be considered
to have voluntarily resigned. The Company may recover the
health insurance premiums that it paid on behalf of the
employee during any unpaid FMLA leave except that the
Company’s share of such premiums may not be recovered if the
employee fails to return to work because of his or her or a
family member's serious health condition or because of other
circumstances beyond the employee's control. In such cases, the
Company may require the employee to provide medical
certification of his or her or the family member's serious health
condition.
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MS6018_ Employment Law and Public Policy
© 2012 Argosy University