Understanding the Family and Medical Leave Act (FMLA)
At Ryan Employment Law, we believe it's crucial for our clients to be informed about their rights under the Family and Medical Leave Act (FMLA). This federal law provides eligible employees with up to 12 weeks of unpaid, job-protected leave for specific family and medical reasons.
The FMLA allows employees to take time off to care for a new child, handle serious health conditions, or support family members facing health issues. It's essential for employees to understand their rights and obligations under this act.
What is FMLA Retaliation?
One of the key aspects of the Family and Medical Leave Act is protection against retaliation. FMLA retaliation occurs when an employer takes adverse action against an employee for exercising their rights under the FMLA.
At Ryan Employment Law, we are dedicated to helping employees who have faced retaliation for taking FMLA leave. We work tirelessly to protect our client's rights and hold employers accountable for their actions.
The Family and Medical Leave Act (FMLA) gives employees up to 12 weeks of unpaid leave from work. To be an eligible employee, the employee must have worked for the employer for twelve months and worked 1,250 hours in the las twelve months. FMLA leave applies to public employers and private employers with fifty or more employees.
FMLA leave can be taken if the employee is suffering from a serious medical condition. A serious medical condition is inpatient medical care or continuing medical treatment by a health care provider. FMLA allows an employee to take off work for a spouse, child, or parent with a serious medical condition.
An employer can require an employee to provide a health care provider’s certification.
A covered employee may take twenty-six weeks of FMLA leave to care for service members with a serious injury or illness. An employee may also use FMLA leave for certain military deployment or family members being deployed
Reduced Leave Schedule
FMLA allows for an employee to take the whole twelve week leave at once, in intermittent leave, or on a reduced work schedule. On a reduced schedule, an employee can work a limited number of hours per day. With a reduced schedule, an employer can transfer the employee to a position with equivalent pay and benefits.
FMLA Retaliation
FMLA requires the employer to provide the employee with the same position at work upon returning from leave or a position with the equivalent pay, benefits, and other terms of employment. Employers are also required to maintain an employee’s group health insurance while the employee is on FMLA leave.
Protect Your Rights Under the FMLA
If you believe you have been a victim of FMLA retaliation or need assistance with Family and Medical Leave Act issues, contact us today for a free consultation.