Family and Medical Leave Act (FMLA) Rights
The FMLA (Family and Medical Leave Act) entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. If this is not honored, it may be considered an FMLA violation.
The FMLA stipulates that employees are entitled to twelve workweeks of leave in a 12-month period for:
- the birth of a child and to care for the newborn child within one year of birth;
- the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
- to care for the employee’s spouse, child, or parent who has a serious health condition;
- a serious health condition that makes the employee unable to perform the essential functions of his or her job;
- any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or.
Twenty-six workweeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness if the eligible employee is the servicemember’s spouse, son, daughter, parent, or next of kin (military caregiver leave).
Woodside Law, P.A. provides legal counsel to employees whose rights, as outlined by the FMLA laws in Florida, have been violated. If your employer has refused your request for necessary time off, fired or threatened to fire you over requesting a leave of absence, has forced you to end a leave of absence prematurely, or relegated you to a different position within the company following your return, you may have grounds to file a legal claim against them. At Woodside Law, I help employees protect their rights under the Family and Medical Leave Act. If you are a victim of FMLA violations, contact me today at (866) 316-0555 for a free case review.
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