Family Medical Leave

gen-imgThe Family Medical Leave Act (FMLA) and its California counterpart, the California Family Rights Act (CFRA) entitle eligible employees to three months of job protected leave per year. If you believe you have been retaliated against by your employer because you have taken FMLA or CFRA leave or plan to do so, contact us today to learn more about the law and protect your rights.

It is unlawful for an employer to take negative employment actions against you because you have exercised your right to take family or medical leave under the law. If your employer has retaliated against you because of your need for FMLA or CFRA leave by terminating you, demoting you, suspending you, or giving you false performance criticism, contact us to get more information about enforcing your rights under Federal and State laws.

Who Qualifies for FMLA or CFRA leave?

  • To be eligible for FMLA or CFRA leave, employees must have been employed for a total of 12 months, and must have worked at least 1,250 hours in the year prior to the date the leave started.
  • The employer must have at least 50 employees within a 75 mile radius of where the employee works in order for the employer to come under these laws.
  • The main provisions of FMLA or CFRA contain rules providing leave for employees who needs time off: (1) due to a serious health condition; (2) to care for the serious health condition of the employee’s spouse, child, or parent; or (3) for maternity or paternity leave.

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