Culver City Family and Medical Leave Act Lawyer

Culver City Family and Medical Leave Act Attorney

Under federal law, everyone working in California has access to state and federal-level protections. More well-known protections are offered under the Equal Employment Opportunity Commission (EEOC) and Americans With Disabilities Act (ADA), but they are far from the only rights afforded to employees. The Family and Medical Leave Act (FMLA) allows employees to take unpaid medical leave, while retaining job security, when unanticipated medical issues affect them or their loved ones. Understanding your rights as an American worker is important, as it can help you be better prepared to handle an emergency or unforeseen medical issue.

Unfortunately, not all employers are aware of or are willing to follow the law by meeting their obligations under the FMLA. They may fire or otherwise punish employees who take leave under the FMLA due to circumstances beyond their control. In these instances, speaking with an FMLA attorney should be one of your next actions. The Law Offices of Miguel S. Ramirez are experienced with FMLA issues and can help you should your employer penalize you for using your federally protected rights.

Family and Medical Leave Act

For eligible employees of covered employers, the FMLA provides for unpaid, job-protected leave for specific family and medical reasons. Their coverage for health insurance must also continue under the same conditions and terms as if they had not taken the leave. Qualifying employees can take 12 or 26 weeks of leave, depending on the circumstances.

Employees can take twelve work weeks of leave within a 12-month period for:

• A serious health condition that results in the employee being unable to perform the essential functions of their job
• The birth of a child and caring for a newborn within the first year following birth
• An adopted child or foster child being placed with the employee within one year of placement
• The care of the employee’s child, spouse, or parent who has a serious health condition
• Any qualifying circumstance arising from the employee’s child, spouse, or parent being a covered military member on covered active duty

Employees are eligible for 26 weeks of leave within a 12-month period to:

• Provide care for a covered military member with a serious illness or injury if they are the employee’s child, spouse, parent, or next of kin (also known as military caregiver leave)

Employers cannot deny an eligible employee leave under the FMLA or they can face penalties for violating the law. They can also face penalties if they punish the employee for taking the leave.

FMLA Eligibility Requirements

There are eligibility standards for both employers and employees under FMLA. If the following conditions are met, employees are eligible to take leave under FMLA without fear of penalty from their employer:

• The business must employ 50 or more individuals within a 75-mile radius of the location where the requesting employee works.
• The employee has worked for the company for at least 12 months.
• Within the last 12 months, the employee has worked at least 1,250 hours before the leave start date (roughly 24 hours per week).
• The employee is not required to have worked this time consecutively unless there was a break in employment lasting more than seven years.

In Culver City, CA, the employee is also required to give their employer notice before they go on leave. If you are aware of when you need to take leave, you should give your employer 30 days notice prior to your leave start date. However, an exception is granted in the event of an emergency. Your employer can ask why you are taking FMLA leave to ensure that it is protected by the law.

FMLA vs. CFRA

One of the major distinctions between the federal-level FMLA and the state-level California Family Rights Act (CFRA) is pregnancy disability leave. CFRA does not allow for leave prior to childbirth. FMLA, however, does permit employees who are disabled by their pregnancy, childbirth, or other related medical conditions to take up to four months of Pregnancy Disability Leave (PDL) if they meet the qualifications.

FAQs About Culver City, CA Family and Medical Leave Act Laws

Is FMLA Leave Unpaid or Paid?

The intent of the law is to protect your job and allow you to return once your medical situation is over, so FMLA leave is generally unpaid. Employees may have the option to use paid leave, such as sick time or vacation, during their FMLA leave. Sick time can be used if the employee is taking the time to care for themselves, but not if they are caring for a loved one.

Can an Employer Deny a Request for FMLA Leave?

An employer cannot deny a request for FMLA leave unless the employee’s reason does not qualify under the FMLA or if they do not meet the eligibility requirements. Denying for any other reason is against the law, and the employer can be penalized. They can also be penalized if the employer allows the leave but punishes the employee in any way for taking the leave.

What Are Some Examples of FMLA Violations?

Eligible employees are protected against many types of negative actions on their employer’s part either during or following an FMLA request. Examples of conduct that an employer can be held liable for include:

• Termination of the employee following their return if the firing is connected to the leave
• Significant changes to the terms of employment (such as a decrease in pay or reassignment)
• Termination if the employee states that their FMLA rights are being violated

Do I Need an Attorney to File an FMLA Violation Claim?

You are not required to work with an attorney to file a claim if your employer violates your rights under the FMLA. However, an experienced employment attorney can examine your situation and determine if a violation did occur. They can help you navigate the complexities of ensuring that your employer is held liable for violating your rights to secure any compensation for which you are owed.