Various state and federal laws provide employees with protected leaves of absence. An employer may not deny an employee a leave of absence for which he or she is qualified nor may an employer retaliate against an employee for requesting a protected leave of absence. Some examples of protected leaves of absence include those for:
For many, health, family and work are life’s top priorities. But sometimes our health and family obligations conflict with our work responsibilities – potentially putting our jobs at risk. The Family Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) were enacted to help employees balance their work and family responsibilities with work by entitling qualified employees to unpaid leave for certain family and medical reasons.
Under the FMLA and CFRA, a serious health condition is described as any injury, illness, or physical / mental condition requiring on-going treatment by a medical professional. The injury or illness does not need to be life threatening. It can also include mental health conditions such as depression and anxiety. The following circumstances all qualify for FMLA and CFRA leave:
In addition to leaving work to get better from an illness, employees are also entitled to take leave in the event they need to become a caregiver for someone in their family due to similar circumstances.
If you have suffered from an adverse employment action related to taking a medical or family leave of absence from work, contact us today. We fight for employees who have been wrongful terminated or discriminated while on leave. Contact us today for a free consultation and to learn more about your legal rights. If you think you may need a lawyer, don’t delay in contacting us. Your claims may be barred by a statute of limitations if you wait too long.
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The Family and Medical Leave Act (FMLA) is a federal law that provides employees with the right to take job protected leave for any of the following reasons.
A wide variety of pregnancy and/or childbirth-related medical conditions can interfere with an employee’s ability to perform essential job functions, such as:
