Law Office of William M. Julien, P.A.
Contact us for a FREE appointment
561-995-9990
866-569-7398
E-mail Us

Examples of FMLA discrimination

Are you familiar with the Family and Medical Leave Act? Here is a basic definition as provided by the United States Department of Labor: "The 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."

This sounds pretty cut and dry, right? Unfortunately, there is nothing simple about FMLA. Some employers do not have to abide by the law. In other cases, an employer is required to abide by the law; however, they decide against doing so for some reason.

The United States Department of Labor also shared common examples of FMLA discrimination:

-- Attempting to talk an employee out of using FMLA leave.

-- Refusing to authorize an eligible employee's request for FMLA leave.

-- Manipulating an employee's hours to ensure that he or she is not eligible under the FMLA.

-- Using an employee's request of FMLA against them regarding hiring, promotions, termination or other employment-related actions.

As a worker, it is important to know the ins and outs of FMLA. The same holds true for company owners and human resource professionals.

The FMLA is in place to ensure that people are able to leave their job, for specified reasons, and then return under the same conditions. Over the years, this has helped many employees get through a tough time in their lives.

When people become victims of FMLA discrimination, they have the right to question their employers and learn more about the action they can take against them.

Source: United States Department of Labor, "Wage and Hour Division (WHD)" accessed Feb. 24, 2015

No Comments

Leave a comment
Comment Information
Email Us For A Response

Set Up A Free Initial Consultation ( Bold labels are required )

Bold labels are required.

Contact Information
disclaimer.

The use of the Internet or this form for communication with the firm or any individual member of the firm does not establish an attorney-client relationship. Confidential or time-sensitive information should not be sent through this form.

close

Privacy Policy