We represent individuals who have been denied their rights under the Family and Medical Leave Act (FMLA), and employees who have been retaliated against for taking FMLA leave. Under the FMLA, employees who are employed by a covered employer, and have worked 1250 hours in the 12 months immediately preceding their leave, are entitled to take leave of up to 12 workweeks:
- for a serious health condition that prevents the employee from performing the essential functions of his or her job;
- for the birth of a child and to care for the newborn child;
- for the placement with the employee of a child for adoption or foster care and to care for the newly placed child;
- to care for the employee’s spouse, child, or parent who has a serious health condition;
- for any qualifying emergency arising out of the fact that the employee’s spouse, child, or parent is a covered military member on “covered active duty;” or
- for 26 workweeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness who is the spouse, child, parent, or next of kin to the employee (military caregiver leave).
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