Chicago FMLA Lawyer
Family and Medical Leave Act (FMLA) Claims
If you have questions about the Family and Medical Leave Act (FMLA) and your right to take unpaid leave from work for medical reasons or to care for a family member, a Chicago-area employment attorney at the Law Offices of Fern Trevino can explain how FMLA rules apply to you, and what to do if you have been denied leave or
wrongfully terminated for taking FMLA leave. An attorney at the firm will meet with you to discuss your specific circumstances in order to determine whether you qualify for FMLA leave, and what options are available if your rights have been violated. The firm is committed to
counseling and representing Chicago-area employees in FMLA claims.
The FMLA permits eligible employees to take up to 12 weeks of unpaid leave from work in any 12-month period to care for themselves and/or family members. It applies to private employers with at least 50 employees within 75 miles of the workplace, and to most federal, state and local government employers, regardless of size.
FMLA Eligibility for Employees in Chicago, Illinois
An employee is eligible for FMLA leave if he or she:
- has been employed by the employer for at least 12 months (not necessarily consecutive);
- has worked for the employer at least 1,250 hours during the previous 12 months; and
- is employed at a worksite with at least 50 employees at that location, or within a 75-mile radius.
An eligible employee is entitled to FMLA leave:
- because of a serious health condition which has left the employee unable to work;
- to care for the employee's spouse, child or parent who has a serious health condition; or
- to care for the employee's newborn child or a newly-placed adopted or foster child.
If the need for FMLA leave is foreseeable, the employee must give the employer 30 days' notice. If the need for FMLA leave is not foreseeable, the employee must give the employer notice as soon as possible. The employee must provide sufficient information for the employer to understand that the requested leave qualifies under the FMLA, although the employee does not have to mention the statute by name. Merely calling in sick is not sufficient. For a serious health condition, the employer may require the employee to complete a medical certification, but may not request medical records or contact the employee's doctor for more information.
An employee may take FMLA leave on a full-time, part-time or intermittent basis. With few exceptions, the Act gives employees the right to be restored to the same or an equivalent position when he or she returns, the right to continued health benefits during leave, and the right not to be discriminated against for taking leave.
Retaliation for FMLA Leave
The Law Offices of Fern Trevino has negotiated and litigated on behalf of employees who have been retaliated against for taking FMLA leave. It is illegal for an employer to demote or fire an employee for taking FMLA leave. If your employer has retaliated against you for taking FMLA leave and you would like to learn more, contact an attorney at the firm for a confidential consultation.
Contact a Chicago FMLA attorney.