Leaves of Absence
FMLA/Medical Leave
Under certain circumstances, employees are entitled to take job-protected leave from work because of their own or a family member’s serious health condition or to bond with a newborn or adopted child. The Federal Family and Medical Leave Act (FMLA) provide remedies for employees who are denied required leave, who are fired for taking it, or who are not allowed to return to work after their leave ends.
Areas of expertise
How We Can Help
Our experience and commitment to this field allow us to handle the full gambit of labor and employment law matters you may be facing. Dealing with the quagmire of laws and policies pertaining to disabilities, serious medical conditions, reasonable accommodations, and return to work can be stressful and confusing. The Family and Medical Leave Laws, disability discrimination/reasonable accommodation laws, worker’s compensation laws, and your employer’s short term and long term disability policies may have critical bearing on your continued employment and livelihood, and can often be inconsistent, or even at odds with each other. Our experienced lawyers make every effort to not only be on top of these laws, but to also provide the shrewd, practical advice and strategies often needed by clients who are contending with serious illnesses, disabilities, medical leaves, and return-to-work issues.
Filing
Complaint
Inquiry
Response
Settlement, Mediation, Conciliation
Administrative Hearings
FMLA/Medical Leave
Family Medical Leave Act (FMLA) cases are complex. Employers who interfere with an employee’s Family Medical Leave or discriminate or retaliate against an employee for using FMLA often attempt to mask their illegal conduct by falsely claiming legitimate reasons for adverse employment decisions. Speak with an experienced employment lawyer early to determine whether your proposed leave is protected by law and discuss strategies for counteracting an employer who appears to be interfering with your rights.
Protected Leaves
- Employee unable to work because of a serious health condition
- To care for an immediate family member (child, spouse, or parent) who has a serious health condition
- For the birth and to care for an employee’s newborn child
- For placement and care of an employee’s adopted or foster care child
Covered Employers
- Public agencies (local, state and federal government agencies)
- Public or private elementary or secondary schools
- Private-sector employers with 50 or more employees
Employee Eligibility
- Employee works for a covered employer
- Employee has worked for employer for at least 12 months
- Employee has at least 1,250 hours of service for the employer during the 12 month period immediately before leave and
- Employee works at a location where the employer has at least 50 employees within 75 miles
plan of action
Our
Approach
Our attorneys are available to directly address your concerns, and put our many years of experience to work for you. Though the events and “drama” that arise in the workplace can often be confusing and emotionally taxing, our legal team deals with these matters on a daily basis. We can therefore provide you with a level head, as well as a well-rounded approach.
01
Identify
We quickly identify the root of the specific problem you are facing at work.
02
Explain
We explain clearly where you stand with respect to your legal rights.
03
Disclose
We disclose your options and likelihoods for obtaining a favorable outcome.
We Will Help You Every Step Of The Way
We plead that good legal service starts by alleviating the “ulcer” that comes from not knowing your legal rights, and replacing that with a definitive, smart and practical strategy, moving forward.
