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New Jersey Fmla Violation Attorneys

Employees in the United States are entitled to up to 12 weeks of unpaid leave from their jobs for a serious medical condition. If you feel that your employer has interfered with your right to take FMLA leave, you may have legal recourse, and you may be owed compensation. Read this PDF File for more info and contact our Fmla Violation Lawyer or call us today at 856-874-8999.

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New Jersey Fmla Violation Attorneys

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  1. Fmla Violation Attorneys Under the Family Medical and Leave Act (FMLA) of 1993, most employees in the United States are entitled to up to 12 weeks of unpaid leave from their jobs for a serious medical condition. In addition to the employee’s own serious medical condition, this leave can be taken for a number of reasons, such as: Pregnancy or caring for a newborn baby  Recovering from surgery or caring for a family member who has had surgery  Taking care of a parent, stepparent, or adoptive parent  Helping a child under 18, or over 18 if they are unable to care for themselves  Caring for anyone who you stand “in loco parentis with” – this could apply to a niece, nephew, grandchildren, etc.  Learn More About FMLA Requests Under the FMLA, there are certain guidelines pertaining to your request. For example, your employer must respond to your request for leave within five business days of receiving it or having an awareness of your need to use it.

  2. While your request does not have to be in writing, we always recommend that you document everything as much as possible, including the request. What Should Happen While You Are Gone While you are away on FMLA leave, your employer is required to continue providing you with the same insurance benefits that you had before going on leave. They cannot take away any of the benefits that you accrued before FMLA kicked in, and if they try to, contact a lawyer immediately. How an Employer May Violate FMLA Regulations Following FMLA regulations, an employer cannot refuse you any rights under the act, nor can they interfere with you using those rights. They also cannot discriminate, retaliate, or fire you for using your FMLA rights. Examples of violating your rights may include refusing FMLA leave for an eligible employee, discouraging an employee from taking their leave, or manipulating an employee’s hours or workload to avoid FMLA responsibilities. -------------------------------------------------------------------------------------------------------

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