A friend of yours who owns a successful social-media influencer management company heard that you took Law 559: Human Resource Compliance. She tells you that she has an employment-law issue and asks for your advice. She provides you with the following narrative. She admits that she does not have an employee handbook or written employment-law policies for employees.

Her company has 50 employees. Every employee works remotely. She believes that 45 of the employees work in California. But she heard that 5 pooled their money together and work in Oahu, Hawaii, renting an Airbnb vacation rental home. The 45 who work remotely in California all work from their own homes. You personally assign all the work from a work location that you set up at USC. Last week, one of the oldest and longest-tenured employees announced that she will retire next month. She is going to travel the world. The retiring employee plans to work until her retirement.

Recently, an employee told the owner that the employee needed to take some time off from work to take care of her "grandmother" who has developed Alzheimer's Disease (the most common type of dementia). NOTE: "grandmother" is in quotes because the woman with Alzheimer's is not the employee's blood relative. Rather, it is a woman with whom the employee has a close affinity because the employee lived with the woman for one year when the employee was an undergraduate student. The employee requests to take the next 12 weeks off from work to caretake for her "grandmother" until the employee can find her "grandmother" a full-time caretaker. The employee wishes to return to work after the 12-week period. She wants to start the 12-week leave immediately.

This employee has worked at the company for two years, an average of 40 hours per week, 50 weeks per year. She has accrued two weeks of vacation. Based on her itemized wage statements, she lives in downtown Los Angeles. The employee took two weeks off in January for a minor surgery that she needed. The company designated the employee's time off for surgery as FMLA and CFRA for the employee's own serious health condition. The company utilizes a calendar year (January 1-December 31) for leaves-ofabsence purposes.

This is a two-part question. First, please analyze whether the employee is entitled to take a leave of absence for the next 12 weeks. In analyzing her eligibility, please evaluate the various leaves of absence possibly implicated by the "grandmother's" Alzheimer's. Second, please analyze what recourse to wages or wage replacement the employee might have for revenue during her possible leave of absence. In analyzing her recourse to wages or wage replacement, please discuss whether it is likely that she will receive wages or wage replacement and the probable duration of any such payment