Articles Posted in FMLA

Whether you’re an employee or an employer, it is important to understand the rights and responsibilities set out in the Family and Medical Leave Act. It is also vital to know what you have to prove (as a worker) or disprove (as an employer) in a case of illegal retaliation or interference in violation of the FMLA. To better understand both your rights and your obligations — both at work and at trial — you should contact an experienced Atlanta FMLA retaliation lawyer to get the knowledgeable answers you need.

A recent federal case that originated in Florida is important for a couple of reasons. One, it establishes for the first time what the 11th Circuit Court of Appeals (whose decisions guide federal cases in Florida, Georgia, and Alabama) considers to be the proper analytical standard for assessing FMLA retaliation cases. Two, it provides a good reminder to employers of the profound benefits that can be reaped by engaging in proper and thorough documentation of workers’ performance (and performance issues) throughout their time with that employer.

In the FMLA case from Florida, the employee was a woman who worked for a nationwide chain of pharmacies. The employee had a son with profound disabilities, requiring her to use FMLA leave periodically.

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The Family and Medical Leave Act provides several rights and imposes several responsibilities on employees and employers alike. It is important to be keenly cognizant of these rights and responsibilities, as failure to do so can be extremely costly. If you have questions about your FMLA rights and/or responsibilities, don’t hesitate to contact an experienced Atlanta FMLA lawyer to get the knowledgeable answers you need.

Late last month, we looked at an 11th Circuit Court of Appeals case of a South Florida writer and producer and some of the details regarding the law of “associational discrimination.” In the context of the Americans With Disabilities Act, associational discrimination occurs when your employer discriminates against you because you are “associated” with “someone who has significant medical needs” and for whom you “may need to provide care.”

The producer’s case is noteworthy for more than just the illumination it shone on associational discrimination, however. It also serves as an important reminder about the mechanics of the procedural requirements imposed by the FMLA.

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The law imposes on employers numerous requirements when it comes to the Family and Medical Leave Act. Employers would be wise to ensure they have established clear procedures for allowing workers to seek leave, and then carefully document those requests. Workers, similarly, should take care to follow their employers’ established procedures for requesting FMLA leave, as a failure to follow those steps may be harmful to a future FMLA lawsuit. For answers to your FMLA questions, be sure you are consulting with a knowledgeable Atlanta FMLA leave lawyer.

In terms of following leave request procedures, an FMLA interference case from Gwinnett County is instructive.

The worker, I.K., was a store manager at a warehouse club store in Duluth when, in 2018, she became pregnant and had a baby. In the fall of that same year, she injured her back while moving a pallet of merchandise.

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The Family and Medical Leave Act — enacted 30 years ago — represents an important benefit to workers. The law allows you to tend to essential personal and family matters without fear that your employer will fire you while you’re gone. Whether you’re a worker who has encountered this type of illegal conduct or an employer seeking to ensure full FMLA compliance, it is wise to get knowledgeable answers from an experienced Atlanta FMLA lawyer to all your questions.

With the FMLA, one of the more technical compliance issues regards how an employer should calculate the duration of a worker’s leave. Miscalculations can cost workers valuable time off from work and can cost an employer in terms of fines or other punishments for engaging in illegal conduct.

When calculating the duration of an FMLA leave, employers and employees can look to the law, to the applicable regulations, and also to FMLA-related “opinion letters” the U.S. Department of Labor issues, one of which came down just a few weeks ago.

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When your employer illegally interferes with your rights under the Family and Medical Leave Act (FMLA) or retaliates against you for invoking those rights, you may be entitled to seek a civil judgment and recover compensation based on those violations. Winning an FMLA interference claim or FMLA retaliation claim requires a lot of things, including in-depth knowledge of the law, proper awareness of (and compliance with) all the rules of procedure, and excellent skill at making the necessary allegations and arguments to get your case past your employer’s motion for summary judgment or motion to dismiss. In other words, the best chance of success lies in retaining a skilled Atlanta FMLA lawyer.

A recent FMLA ruling by the federal 11th Circuit Court of Appeal (whose rulings control federal cases in Georgia, Florida, and Alabama,) highlights the profound risks (and high-stakes downsides) that can come with taking on your case without counsel.

S.N. worked for a cancer treatment center. Sometime before October 2019, S.N. allegedly sought (and the employer approved) a period of FMLA leave. The employer subsequently terminated S.N.’s employment, according to her federal court complaint.

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The Family and Medical Leave Act (FMLA) grants important rights to many workers across the country. The statute also erects some specific obligations on both workers and employers. A worker’s failure to meet their obligations can result in a loss of eligibility for leave, while an employer’s failure to follow the rules can come with a substantial cost, as well. Whether you’re on the employer side or worker side, it pays to ensure that you are following the FMLA’s rules with precision, and a knowledgeable Atlanta FMLA leave lawyer can help you do exactly that.

Recently, a Georgia employer’s failure to meet its FMLA obligations came with the cost of a U.S. Department of Labor investigation and a payment of $67,140 to one of its workers.

The worker was a dock supervisor at a logistics company’s Covington facility. As he prepared for the arrival of his new child in the Spring of 2022, the supervisor submitted a request to take FMLA leave to bond with his new baby and to care for his ill spouse.

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In today’s world of smart devices, 5G wireless, and other technological advances, employers and employees are communicating in more ways than ever. Gone are the days when all employer-employee communications take place via face-to-face, writing, or telephone line. This modern reality also may have an impact on your Family and Medical Leave Act case, especially if your employer tries to oppose your submission of notice based on the media you used, not the content of the communication. As with all FMLA cases, the issues in your case may be intricate and complex, so you should not hesitate in retaining an experienced Atlanta FMLA lawyer.

In terms of modern media platforms and FMLA notice, the most recent case comes to us from West Virginia.

The employee, K.R., was an assembly line worker for an auto parts manufacturer. In June 2019, K.R. required an emergency appendectomy. K.R. sent his supervisor a communication explaining his situation via Facebook Messenger, which he and his supervisor earlier had used to discuss a previous illness that forced K.R. to miss work.

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Employers may engage in a variety of improper actions when it comes to your requesting, using, or returning from leave to which you are entitled under the Family and Medical Leave Act. This misconduct can range from erecting onerous and unnecessary documentation requirements to counting your FMLA leave against for purposes of punitive “occurrence-based” attendance policies, just to name two. If you’ve encountered an employer making things needlessly difficult or otherwise punishing you for seeking or using FMLA leave, that potentially counts as interference, which is against the law. An experienced FMLA interference lawyer can help you assess how best to proceed based on the facts of your situation.

That issue of FMLA interference came up once again in a recent case from the federal courts. The employee, J.P., worked at a paper mill that had an occurrence-based attendance policy.

From December 2017 to August 2018, J.P. took three periods of FMLA leave. That last period ended on August 5. On August 6, J.P. returned to work. The next day, however, an operations manager told him to leave and to return with a “medical release” from his physician. J.P. did as instructed and, as a result, the employer counted his leaving work early on August 7 as a separate and additional occurrence.

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When it comes to things like minimum wage, overtime, and Family and Medical Leave Act (FMLA) leave, there are multiple different ways that your employer can violate the law. First, there’s the violation itself, in which your employer denies you what the statute demands. Additionally, though, many cases involve retaliation, where an employer punishes an employee for asserting (or, in some instances, merely inquiring about) their statutory rights. An experienced Atlanta employment lawyer can help you determine if retaliation occurred in your case and how to pursue relief for that retaliation.

Last month, the U.S. Labor Department’s Wage and Hour Division (WHD) issued a new guidance document focusing on the issue of retaliation. Specifically, the bulletin placed a spotlight on instances of retaliation against workers who assert their rights under the FMLA, the Fair Labor Standards Act (FLSA), and other labor laws.

As the bulletin noted, legal protections against retaliation are necessary to safeguard workers’ rights. A worker forced to choose between being illegally underpaid or having no job at all reasonably might choose the former over the latter. As a result, “it continues to be of paramount importance that WHD fully enforce the anti-retaliation provisions of the laws.”

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Employers today continue to innovate in many areas related to the operation of their workplaces. When they do so, modifications in the way workplaces function may impact many areas. Sometimes, they may even violate certain employment laws, like the Americans with Disabilities Act and/or the Family Medical Leave Act. If that has happened to you, don’t suffer in silence. Instead, retain an experienced Atlanta employment retaliation lawyer and take action.

One of those relatively recent innovations is the “no-fault” attendance policy. These policies are used by some of America’s biggest employers, in industries ranging from food processing to hospitality to manufacturing to retail. Under a “no-fault” system, you, as an employee, incur a “point” (sometimes called an “occurrence”) each time you have an unplanned absence, late arrival, or early departure, regardless of the reason.

On the surface, it might sound good, as it potentially removes the need to jump through various paperwork-acquisition tasks and other hoops to justify or excuse your absence. However, these policies have downsides. For one thing, some can automatically trigger severe consequences after an employee exceeds a certain number of occurrences. These consequences may include a suspension without pay or termination, even if all of the employee’s absences were legitimate and medically based.

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