A host of federal and state laws entitle eligible employees to take medical and other leave, most notably the Family and Medical Leave Act (or “FMLA”). In a nutshell, the FMLA protects employees’ jobs by requiring covered employers to provide up to twelve weeks of non-paid leave for:
- Incapacity due to pregnancy, prenatal medical care or child birth;
- For the care of the employee’s child after birth, or placement for adoption or foster care;
- For the care of the employee’s spouse, son, daughter or parent, who has a serious health condition; or
- For a serious health condition that makes the employee unable to perform the employee’s job.
It is unlawful for covered employers to withhold FMLA leave from eligible employees. Likewise, it is unlawful for covered employers to retaliate against employees for taking FMLA, whether through termination or other lesser adverse employment actions, including demotions and cuts in pay or hours.
If you believe you’ve been wrongfully denied FMLA leave, or retaliated against for taking any leave to which you’re legally entitled, send us an email or give us a call. Zatuchni & Associates is experienced in litigating and negotiating claims stemming from violations of FMLA and other leave laws.