Mesa Family Medical Leave Act Attorney

There are times when employees need time off of work in Arizona. In some cases, this time off is needed to handle serious medical emergencies for employees or their families. In these situations, there are specific provisions in the Family and Medical Leave Act (FMLA) that allow time off to eligible employees. At Yen Pilch Robaina & Kresin PLC, our Mesa family medical leave attorneys are here to discuss what you can do if your employer fails to provide the allowable medical leave required under the law.

Why Turn to Family Leave Attorney From Yen Pilch Robaina & Kresin PLC?

• Our dedicated and experienced Mesa employment law attorneys have a track record of success securing significant settlements and verdicts on behalf of our employment law clients.
• We focus on providing a client-centered approach to every case, which means that every client we take will have direct access to their attorney.
• We have significant resources at our disposal that we can use to investigate complex employment law cases.

How Will an FMLA Attorney Help a Family Medical Leave Act Case?

Even though the use of allowable FMLA time should not be questioned by an employer, that is not always the case. Often, employers retaliate against workers who use FMLA time. In these cases, an FMLA attorney in Mesa can work with clients to fully investigate the situation. An attorney can use their resources to obtain any evidence related to the violation, including proper documentation to show why the employee needed leave.

A skilled attorney will show that the employer was required to abide by federal law and demonstrate how they did not properly provide the employee with the leave required or retaliated (such as wrongful termination) against the employee for using the leave.

What Does a Family Medical Leave Act Do?

While some states have their own laws regarding family medical leave, employers in Arizona are required to abide by the federal Family and Medical Leave Act (FMLA). This law gives employees unpaid medical leave for various emergencies and other types of qualified situations. In general, an employee is allowed up to 12 weeks of unpaid leave each year for the following reasons:

• For recovery after a serious medical condition that requires additional care or inpatient treatment
• For the birth or bonding of a child or adoption of a child by the employee.
• For a serious health condition of a spouse, parent, or child.
• For qualifying exigencies, because a spouse, child, or parent is on active duty military service or a member of the National Guard or Reserves in support of a military operation.

The FMLA applies to any employer who has had at least 50 employees for 20 weeks or more in the current or previous year. In order for a worker to be eligible for FMLA protections, they must have worked for that company for at least a year, worked for at least 1,250 hours the previous year with the company, and worked at a location with 50 employees within a 75-mile radius from the workplace.

Provisions of the FMLA make it illegal for an employer to retaliate against any employee who requests time off using this law.