Learn the #1 way companies violate employee FMLA rights, which industries the most violations occur, and what you can do about it if you find yourself unlawfully treated by your employer.
When your boss violates your FMLA rights, you have options, and can take legal action to pursue back pay and recover compensation for damages. Federal law provides a number of family medical leave act protections to employees who qualify. It's illegal for employers to retaliate against people exercising their FMLA rights. You shouldn't lose your job, be held back from opportunity or advancement or be demoted for taking rightful leave. It's unlawful when it happens, and it happens all too commonly. You do have recourse though.
Check out the 12 ways your boss may violate your FMLA rights. If you feel you have a potential legal claim because of what happened to you, call me today, and I'll review your case details for free. I'll help you determine your eligibility and answer your questions about your legal options with no charge.
3. Source: Fair Labor Standards Act Enforcement Statistics
0
100
200
300
400
500
600
700
800
FY 2015 FY 2014 FY 2013
FMLA Enforcement Statistics: Nature of Complaint
Refusal to Grant FMLA Leave
Refusal to Restore to Equivalent Position
Termination
Failure to Maintain Health Benefits
Discrimination
4. Wrongful Termination
Retaliation and unlawful job loss are most common basis for
FMLA complaints filed.
Have questions about FMLA? Ask leading employment lawyer (FREE) Here:
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6. Back Wages
Wage loss resulting from unlawful FMLA violations by
employers results in collections in the millions annually.
Richard Celler Legal, P.A.
7. Source: Fair Labor Standards Act Enforcement Statistics
FY 2015 FY 2014 FY 2013 FY 2012 FY 2011 FY 2010
Cases with
Violations
672 693 744 744 891 887
Number of
Employees
Affected
818 789 811 780 931 910
Amount of
Back Wages
$1,960,25
7
$2,120,3
00
$1,642,79
3
$2,014,56
4
$2,186,98
2
$1,630,81
7
FMLA Enforcement Statistics: Status of
Compliance Action
8. FMLA Complaints
Employer FMLA violations have experienced a small decline
over the past 5 years.
Richard Celler Legal, P.A.
15. Note:
While employers often have strict
policies regarding absences, an
employer may not count absences for
FMLA-qualified conditions against an
employee.
Richard Celler Legal, P.A.
18. Note:
Employers may impose their own
policies regarding notices BUT… you are
still eligible for leave under FMLA as
long as you give the notice required in
the law.
21. Note:
If your employer doesn’t give you the
information that the law requires, then
he cannot require you to comply with
those obligations.
Richard Celler Legal, P.A.
24. Note:
You need to give your employer enough
information so he knows that the leave
you need is for a covered reason. This is
sufficient notice for your employer to be
bound by the FMLA.
27. Note:
Many employers don’t realize this is part
of the law. As a result, they terminate
your health insurance too soon.
Richard Celler Legal, P.A.
28. Note:
For example, if you are more than 30
days late paying your premium, your
employer must give you written notice
and 15 more days to pay before ending
your coverage.
31. Note:
An employer may not:
• put pressure on you to come back to
work sooner than you planned
• check up on you constantly
• require that you provide information
that is more detailed than what the
FMLA allows.
Richard Celler Legal, P.A.
34. Note:
This often arises in subtle ways, such as:
• counting time off against you
• giving you a bad performance
evaluation for work that you did not
complete because of your leave.
40. Note:
You must be reinstated immediately
after giving only two days notice. Your
employer breaks the law if he forces you
to wait until a position opens up or
forces you to wait for him to shift
schedules and job duties.
Richard Celler Legal, P.A.
43. Note:
You are entitled to receive the same
benefits you received before you took
leave. Also, if any automatic raises take
place while you are on leave – such as a
cost of living increase – you are entitled
to that raise.
46. Note:
• A key employee is one who is among
the highest-paid 10% of employees
within 75 miles.
47. Note:
• Employers are not required to
reinstate key employees if their
reinstatement would cause
substantial and grievous economic
injury to the company.
48. Note:
• However, the law states that an
employee is “key” only if his
reinstatement could cause injury.
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