Employment Law and Litigation
On behalf of employers, our attorneys have handled the defense of numerous civil litigation matters, and we provide advice and training on equal employment opportunity issues, workplace privacy issues, general employment counseling, and the development of personnel and employment policies.
In addition, our experienced employment attorneys can draft, review, interpret, and negotiate employment contracts, severance packages, and covenants not to compete on behalf on both employees and employers.
We can provide counsel in numerous types of matters employers may face such as:
- Human Resource Training
- Whistleblower Claims
- Personnel Policies and Employment Agreements
- Equal Employment Oppurtunity Issues
- Workplace Privacy Issues
- Creation of Employment Policy Manuals
- Federal and State Law Compliance Training
- Non-Compete Provisions
Our expierenced attorneys have developed strong relationships with our clients who rely on our strategic, professional approach with their matters.
Our firm represents individuals in all employment-related issues, including the pursuit of federal employment claims for discrimination and/or harassment based upon race, gender, age, disability, religion, and national origin. In addition, our experienced employment attorneys can draft, review, interpret, and negotiate employment contracts, severance packages, and covenants not to compete on behalf on both employees and employers.
Victims of unfair treatment in the workplace may be afraid to address their concerns with their employer. Workers who are unaware of their rights could face a variety of unfair treatment such as:
- Discrimination based on gender, origin, age, religion, or sexual orientation
- Harassment from co-workers, peers, or employers
- Wage and hour violations that workers are protected from
- Refusal of resonable accomodation that all workers are allowed to request and receive under reasonable circumstance
- Denial of time off for specified family and medical reasons
- Wrongful termination as a result of unjust employer retaliation
Our attorneys fight aggressivley for employees who face unjust treatment in the workplace. Their experience provides them with knowledge in all areas of litigation brought by these illegal practices against employees.
If you feel that you have been a victim of unfair treatment in your workplace, contact us today to understand and fight for your rights.
Family Medical Leave Act (FMLA) - click to expand
The Family Medical Leave Act (FMLA) entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to:
Twelve workweeks of leave in a 12-month period for:
- the birth of a child and to care for the newborn child within one year of birth;
- the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
- to care for the employee’s spouse, child, or parent who has a serious health condition;
- a serious health condition that makes the employee unable to perform the essential functions of his or her job;
- any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or
- Twenty-six workweeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness if the eligible employee is the servicemember’s spouse, son, daughter, parent, or next of kin (military caregiver leave).
Frequently Asked Questions:
What types of businesses/employers does the FMLA apply to?
The FMLA applies to all:
- public agencies, including local, State, and Federal employers, and local education agencies (schools); and
- private sector employers who employ 50 or more employees for at least 20 workweeks in the current or preceding calendar year – including joint employers and successors of covered employers.
Who can take FMLA leave?
In order to be eligible to take leave under the FMLA, an employee must:
- work for a covered employer;
- have worked 1,250 hours during the 12 months prior to the start of leave; (special hours of service rules apply to airline flight crew members)
- work at a location where the employer has 50 or more employees within 75 miles; and
- have worked for the employer for 12 months. The 12 months of employment are not required to be consecutive in order for the employee to qualify for FMLA leave. In general, only employment within seven years is counted unless the break in service is (1) due to an employee’s fulfillment of military obligations, or (2) governed by a collective bargaining agreement or other written agreement.
Does the FMLA guarantee paid time off?
No. The FMLA only requires unpaid leave. However, the law permits an employee to elect, or the employer to require the employee, to use accrued paid leave, such as vacation or sick leave, for some or all of the FMLA leave period.
Do I have to give my employer my medical records for FMLA leave due to a serious health condition?
No. You do not have to provide medical records under the Family and Medical Leave Act. The employer may, however, request that, for any leave taken due to a serious health condition, you provide a medical certification confirming that a serious health condition exists.
What is a serious health condition?
The most common serious health conditions that qualify for FMLA leave are:
- Conditions requiring an overnight stay in a hospital or other medical care facility;
- Conditions that incapacitate you or your family member (for example, unable to work or attend school) for more than three consecutive days and have ongoing medical treatment (either multiple appointments with a health care provider, or a single appointment and follow-up care such as prescription medication);
- Chronic conditions that cause occasional periods when you or your family member are incapacitated and require treatment by a health care provider at least twice a year; and
- Pregnancy (including prenatal medical appointments, incapacity due to morning sickness, and medically required bed rest).
Visit the Department of Labor website for more information:
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