The Family and Medical Leave Act (“FMLA”) protects your right to take family or medical leave without fear or reprisal. This means things such as losing your job, health insurance benefits, or suffering some other form of retaliation.
The FMLA guarantees that an employee, male or female, who has been working at least a year with a company that has 50 or more employees the right to job-protected, 12-week, unpaid leave to recover from a serious medical condition,to care for a newborn or newly adopted child, or to care for a seriously ill child, parent or spouse.
Furthermore, the FMLA guarantees that when you return to work you’ll will be given the same job you left or another job equivalent in pay, benefits, and other terms and conditions. During the leave, your employer is required to maintain your health insurance benefits just as if it would have had you not taken federally-protected leave.
The purpose of the FMLA is to allow employees to balance their work and family life by taking reasonable unpaid leave for certain family and medical reasons.
The Family Medical Leave Act (“FMLA”) is a set of federal rules that limit an employer’s actions when an employee gives birth to a child or must care for a sick or injured family member. It provides unpaid time off while protecting the employee’s position at work, as well as allowing employees to stay on their group healthcare plan, and more. If your employer has fired you, demoted you, decrease your pay, or taken any other negative action because of time you took off that was protected under the FMLA, you need to contact a lawyer at once to discuss your legal options.
Under the FMLA, employees can take unpaid leave from work in the following circumstances when their employer has 50 or more employees:
Your employer cannot retaliate in any way when you return from your leave of absence. If they do, they can be held accountable by an employment attorney for the damages that they have caused.
The length of unpaid time that an employee can take away from work and not risk losing his or her job or existing group health care coverage depends on the reason the employee had to take the leave of absence. When taking care of a covered servicemember with a serious injury or illness, you have 26 workweeks within a 12-month period. For all other conditions and circumstances, you have 12 work weeks.
Employment lawyer Patrick K. Elliott assist employees who have been retaliated against by their employer when they were protected under the clauses of the Family Medical Leave Act. Retaliation includes firing, demotion, wage decrease, forced use of paid or unpaid time off, moving to another department, harassment, discrimination, and more. Do not hesitate to call today to setup a free initial consultation with a Florida employment law attorney.