The Family and Medical Leave Act allows an employee to take time off work for qualified medical or family reasons without having to worry about losing their job. While some individuals will take off a set period of time, employees are also allowed intermittent leave, which lets them take off of work as needed to deal with medical or family problems. An employee may use intermittent leave to take care of a sick relative or sudden family crisis.
Pennsylvania employees may be interested in an out-of-state case that involves medical privacy and retaliation for taking medical leave. A Florida court says that an employee can proceed with his claim against his employer because his co-workers were told about his medical condition, and that could constitute interference with his medical leave or a retaliatory act for taking it.
Most employers in Pennsylvania and around the country are required to follow the provisions of federal labor laws such as the Fair Labor Standards Act. Other laws that place restrictions on employers include the 1964 Civil Rights Act and the 1990 Americans with Disabilities Act, and it is not unheard of for workers to cite the protections provided by these laws when faced with disciplinary action or termination. When claims of this type are not backed up by compelling supporting evidence, the courts have generally given the benefit of the doubt to employers.
Many Pennsylvania workers are covered by the Family and Medical Leave Act, a federal law that provides certain unpaid leave when an employee or family member has a health-related problem. Most employers freely comply with leave requests, but others do not, and in November, an Ohio federal court heard a case involving an employee who was retaliated against for attempting to exercise his rights under the law.
Pennsylvania employers may be aware that they have Family and Medical Leave Act record-keeping obligations. Because employers are responsible to abide by these laws, they need to know when they consist of.
A pair of recent court decisions have reinforced the need for workers to comply with notification requirements set by employers when they seek time off through the Family and Medical Leave Act. Employees in Pennsylvania that do not observe their employers' rules about requesting time off could be legally exposed to disciplinary action.
Employees in Pennsylvania have the right to take job-protected leave if they have a family or medical issue that requires time off from work. When an employer interferes with an employee's decision to take leave, the employer could be sued for discrimination under the Family and Medical Leave Act. One of the mistakes that an employer can make in regards to FMLA leave is failing to recognize an employee's need for FMLA leave.
Eligible workers in Pennsylvania and around the country have a legally protected right to take up to 12 weeks of unpaid time off from their jobs in order to deal with a family or medical issue. If an employer interferes with a worker's decision to take leave or punishes them for taking leave, the employer could be sued for employment discrimination under the Family and Medical Leave Act.
Pennsylvania employers are required to follow a variety of state and federal laws. One such law that affects many employers is the Family and Medical Leave Act. Not following the requirements of this act can result in employees filing claims against the business.
According to a ruling by the 4th U.S. Circuit Court of Appeals, companies could be in violation of FMLA rules if they omit information about reinstatement. A man who worked for the Federal Reserve Bank of Richmond said that his employer failed to tell him that he would be reinstated to his job upon return from FMLA leave.