Under the law, American employees are entitled to certain protections after a major life event or illness affecting them or their immediate family members. If your employer denies the privileges guaranteed to you under the Family and Medical Leave Act (FMLA), you may be able to file a claim for workplace discrimination.
FMLA provides employees with job-protected leave benefits. Generally, this means employees who qualify for and take FMLA leave can return to their job or an equivalent job at the end of their leave period. However, some employers engage in FMLA harassment, which means you could face getting fired while on FMLA. If you have found yourself in this situation, you may be wondering if it is legal to be fired for taking FMLA.
An employee’s eligibility for FMLA leave is governed by a number of factors related to the size of the employer, the duration of the employee’s employment and number of hours worked, and the nature of the illness or injury to the employee or the employee’s family member. If you are unsure as to whether you qualify for FMLA leave, you can check with your company’s Human Resources Department or consult with an attorney.
At Weisberg Cummings, P.C., we offer legal representation to Pennsylvania workers with FMLA claims. Our knowledgeable attorneys have a long history of fighting for the rights of workers in the state, and we aim to ensure you are able to continue providing for yourself and your family.
Fortunately, FMLA includes an antiretaliation provision. Under this provision, employers may not fire their employees simply for taking or requesting FMLA leave. However, an employer can fire an employee while the employee is on FMLA leave or right after the employee returns if the reason for the termination is unrelated to the leave.
If you would have been terminated even if you did not take FMLA leave, it may be acceptable for your employer to go through with the termination. For example, you may be fired for one of the following reasons:
If these job-related problems were known before you left, the employer typically should have documented them – if not, it may be evidence that the problems are being used as a pretext for discrimination. Additionally, if you were subject to downsizing or being laid off regardless of whether you were taking a leave of absence, your employer can proceed with the termination.
An employee cannot be terminated for retaliatory reasons, nor can the termination be done with the intent to keep other employees from taking FMLA leave. If you were terminated while on leave, there may be some situations that indicate the termination was inappropriate, retaliatory or intended to discourage other employees from requesting or taking FMLA leave.
For instance, if you were fired for having too many absences, this could be related to your FMLA leave. If your supervisor did not discuss termination at all with you before you took your leave, this may be a red flag. Additionally, be wary of any comments your supervisor makes that imply your termination was affected in any way by your FMLA leave.
Essentially, your employer may be able to proceed with your termination as long as it can be proven that your termination was non-discriminatory and not related to your FMLA leave. Documentation is critical in these cases, and an employment lawyer can be an invaluable resource for you if you are facing FMLA employer harassment.
Your employer should honor the rights you have under the FMLA. Unfortunately, some employers act in ways that violate your rights. The following are signs that your employer may be violating your FMLA rights:
At Weisberg Cummings, P.C., our employment attorneys are dedicated to helping you when you or someone you love is wronged by another employee or an employer. With more than four decades of combined experience, our lawyers know how to handle all kinds of employment law matters and how to fight for the rights of individuals in a variety of situations.
Our lawyers will take the time to thoroughly understand your situation and get to know you. If you are an employee in Pennsylvania who has an FMLA wrongful termination or FMLA retaliation claim, schedule a consultation with the lawyers at Weisberg Cummings, P.C., today.
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