{"id":2343,"date":"2023-01-24T10:55:23","date_gmt":"2023-01-24T10:55:23","guid":{"rendered":"https:\/\/jleedslawfirm.com\/?page_id=2343"},"modified":"2023-03-09T03:00:16","modified_gmt":"2023-03-09T03:00:16","slug":"family-medical-leave-act-fmla","status":"publish","type":"page","link":"https:\/\/jleedslawfirm.com\/family-medical-leave-act-fmla\/","title":{"rendered":"Family Medical Leave Act (FMLA) Lawyer"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-page\" data-elementor-id=\"2343\" class=\"elementor elementor-2343\" data-elementor-post-type=\"page\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-b72ffe0 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"b72ffe0\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-b04388a\" data-id=\"b04388a\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-659c146 elementor-widget elementor-widget-heading\" data-id=\"659c146\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.21.0 - 25-04-2024 *\/\n.elementor-heading-title{padding:0;margin:0;line-height:1}.elementor-widget-heading .elementor-heading-title[class*=elementor-size-]>a{color:inherit;font-size:inherit;line-height:inherit}.elementor-widget-heading .elementor-heading-title.elementor-size-small{font-size:15px}.elementor-widget-heading .elementor-heading-title.elementor-size-medium{font-size:19px}.elementor-widget-heading .elementor-heading-title.elementor-size-large{font-size:29px}.elementor-widget-heading .elementor-heading-title.elementor-size-xl{font-size:39px}.elementor-widget-heading .elementor-heading-title.elementor-size-xxl{font-size:59px}<\/style><h2 class=\"elementor-heading-title elementor-size-default\">Protect Your Job with our Houston FMLA Lawyers<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-19e2b98 elementor-widget elementor-widget-text-editor\" data-id=\"19e2b98\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.21.0 - 25-04-2024 *\/\n.elementor-widget-text-editor.elementor-drop-cap-view-stacked .elementor-drop-cap{background-color:#69727d;color:#fff}.elementor-widget-text-editor.elementor-drop-cap-view-framed .elementor-drop-cap{color:#69727d;border:3px solid;background-color:transparent}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap{margin-top:8px}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap-letter{width:1em;height:1em}.elementor-widget-text-editor .elementor-drop-cap{float:left;text-align:center;line-height:1;font-size:50px}.elementor-widget-text-editor .elementor-drop-cap-letter{display:inline-block}<\/style>\t\t\t\t<p>Do you or a family member have a serious medical condition that requires you to take time off from work? Do you need time off for the birth and care of your newborn child? Has your employer taken some disciplinary action against you because you have &#8220;too many absences\u201d even with knowledge that you have been out of work sick?<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ecafcea elementor-widget elementor-widget-text-editor\" data-id=\"ecafcea\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>If the answer to any of these questions is yes, you should speak with a trusted Houston FMLA lawyer to learn about the Family Medical Leave Act and the obligations your employer has under this federal law.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6b0ffee elementor-widget elementor-widget-heading\" data-id=\"6b0ffee\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">What is the Family Medical Leave Act?<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-dad215b elementor-widget elementor-widget-text-editor\" data-id=\"dad215b\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>The\u00a0<span style=\"color: var( --e-global-color-text );\">Family Medical Leave Act<\/span><span style=\"color: var( --e-global-color-text );\">\u00a0(<\/span><span style=\"color: var( --e-global-color-text );\">FMLA) applies to all public agencies, all public and private elementary and secondary schools, and all companies with 50 or more employees. These employers must provide an\u00a0<\/span><strong style=\"color: var( --e-global-color-text );\">eligible employee<\/strong><span style=\"color: var( --e-global-color-text );\">\u00a0with up to 12 weeks of unpaid leave each year for any of the following reasons:<\/span><\/p><ul style=\"font-size: 18px; background-color: #ffffff;\"><li style=\"font-size: 18px;\">for the birth (or adoption) and care of the child of an employee;<\/li><li style=\"font-size: 18px;\">for placement with the employee of a child for adoption or foster care;<\/li><li style=\"font-size: 18px;\">to care for an immediate family member (spouse, child, or parent) with a serious health condition; or<\/li><li style=\"font-size: 18px;\">to take medical leave when the employee is unable to work because of a serious health condition.<\/li><\/ul><div>\u00a0<\/div>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c8b118e elementor-widget elementor-widget-heading\" data-id=\"c8b118e\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Am I Eligible to Receive FMLA Leave?<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6e60abc elementor-widget elementor-widget-text-editor\" data-id=\"6e60abc\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>As an employee you are eligible for FMLA leave if you have worked for your employer at least 12 months, at least 1,250 hours over the past 12 months, and work at a location where the company employs 50 or more employees within 75 miles. If you meet these qualifications, you can be eligible to take up to 12 weeks off from work (for one of the reasons listed above) without fear of losing your job.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-55fa558 elementor-widget elementor-widget-heading\" data-id=\"55fa558\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Do I Have to Take all my FMLA Leave at one Time?<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5f7a26a elementor-widget elementor-widget-text-editor\" data-id=\"5f7a26a\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>The answer is no. <b>You do not have to take your FMLA leave all at once.<\/b> FMLA allows up to 12 weeks of unpaid leave annually, either intermittently, in days, weeks or hours, or consecutively.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-724e91f elementor-widget elementor-widget-heading\" data-id=\"724e91f\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">What Happens After my FMLA Leave Ends?<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-967e6d9 elementor-widget elementor-widget-text-editor\" data-id=\"967e6d9\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>When FMLA leave is over and the employee returns to work, the employee must be allowed to return the same job or an equivalent position that he or she held prior to taking the medical leave.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a35f55d elementor-widget elementor-widget-text-editor\" data-id=\"a35f55d\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>However, if this does not occur and the employee faces adverse action (such as a demotion or decrease in salary) after applying for FMLA leave, during FMLA leave, or upon his\/her return back to work after an FMLA leave, the employer may be engaging in illegal discrimination or retaliation.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2ef855e elementor-widget elementor-widget-heading\" data-id=\"2ef855e\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Can my employer retaliate against me for taking my FMLA leave?<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7fb1031 elementor-widget elementor-widget-text-editor\" data-id=\"7fb1031\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><strong>It is unlawful for an employer to retaliate against an employee for exercising their FMLA rights.<\/strong><\/p><p>An employer is prohibited from discriminating or retaliating against an employee or prospective employee for having exercised or attempted to exercise any FMLA right. Thus, an employer cannot use an employee taking\u00a0<acronym>FMLA<\/acronym>\u00a0leave as a negative factor in hiring, promotion decisions, discipline or other employment actions. Also, if an employee is terminated soon after returning to work after FMLA leave, this also can be prohibited discrimination or retaliation under the FMLA, if the employee can prove that the decision to terminate was related or connected to his\/her exercising FMLA rights.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-84228fc elementor-widget elementor-widget-heading\" data-id=\"84228fc\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Can my employer deny my FMLA rights?<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1c3d7a5 elementor-widget elementor-widget-text-editor\" data-id=\"1c3d7a5\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>The FMLA makes it unlawful for an employer to interfere with, restrain or deny the exercise of or the attempt to exercise any right or benefit provided by the FMLA.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ca8d08e elementor-widget elementor-widget-text-editor\" data-id=\"ca8d08e\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>Examples of prohibited conduct include:<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-fdf3052 elementor-widget elementor-widget-text-editor\" data-id=\"fdf3052\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li>Refusing to authorize FMLA leave for an eligible employee<\/li><li>Discouraging an employee from using FMLA leave<\/li><li>Manipulating an employee\u2019s work hours to avoid responsibilities under the FMLA<\/li><li>Using an employee\u2019s request for or use of FMLA leave as a negative factor in employment actions, such as hiring, promotions, or disciplinary actions<\/li><li>Counting FMLA leave under \u201cno fault\u201d attendance policies.<\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2ea9635 elementor-widget elementor-widget-text-editor\" data-id=\"2ea9635\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>An <b>FMLA claim for entitlement or interference<\/b> is not about discrimination, but instead, whether the employer provided its employees the entitlements guaranteed by the FMLA. Contact us if your employer is making it difficult for you to take a leave under the FMLA.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-71d9f46 elementor-widget elementor-widget-heading\" data-id=\"71d9f46\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Consult a Houston FMLA Attorney to Protect Your Job<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5aa0192 elementor-widget elementor-widget-text-editor\" data-id=\"5aa0192\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>If you have been discriminated against because you asked for the time off or if you have been wrongfully terminated for taking deserved time off, you may have a legal claim against your employer.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-456159e elementor-widget elementor-widget-text-editor\" data-id=\"456159e\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><a href=\"\/about-us\/\">Leeds Law Firm<\/a> can help you protect your rights to take a much-needed leave of absence from work without penalty. We understand how difficult it can be to worry about job security when dealing with your own, or your close family member\u2019s serious medical condition.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6e9bb5b elementor-widget elementor-widget-text-editor\" data-id=\"6e9bb5b\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>To learn more about how Leeds Law Firm can help you,\u00a0<a href=\"\/contact-us\/\">contact us<\/a>\u00a0to schedule a consultation with our <a href=\"\/employment-law\/\">Houston employment lawyers<\/a>.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Protect Your Job with our Houston FMLA Lawyers Do you or a family member have a serious medical condition that requires you to take time off from work? Do you need time off for the birth and care of your newborn child? Has your employer taken some disciplinary action against you because you have &#8220;too [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"_links":{"self":[{"href":"https:\/\/jleedslawfirm.com\/wp-json\/wp\/v2\/pages\/2343"}],"collection":[{"href":"https:\/\/jleedslawfirm.com\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/jleedslawfirm.com\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/jleedslawfirm.com\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/jleedslawfirm.com\/wp-json\/wp\/v2\/comments?post=2343"}],"version-history":[{"count":17,"href":"https:\/\/jleedslawfirm.com\/wp-json\/wp\/v2\/pages\/2343\/revisions"}],"predecessor-version":[{"id":4187,"href":"https:\/\/jleedslawfirm.com\/wp-json\/wp\/v2\/pages\/2343\/revisions\/4187"}],"wp:attachment":[{"href":"https:\/\/jleedslawfirm.com\/wp-json\/wp\/v2\/media?parent=2343"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}