Michigan Family Medical Leave Act Lawyers

The FMLA, passed by the U.S. Congress in 1993, recognizes the growing need for employees to balance work, family and other obligations without jeopardizing their jobs. The FMLA requires employers to provide up to 12 weeks unpaid leave to eligible employees relating to:

*The birth or adoption of a child.

*Care for a seriously ill family member.

*Care for an injured service member or veteran family member.

*Care for worker’s own serious injury or illness.

Employers must also restore the employee to his or her same job with no change in pay or benefits at the conclusion of the leave.

Unfortunately, many employers are not always willing to provide these legally-required leaves. While employers may not deny leave directly, they often make it difficult to take leave or retaliate against employees who exercise rights under the FMLA.  Retaliation can include:

*A poor performance review.

*Imposition of a new work schedule.

*Denial of a raise.

*Being passed over for promotion.

*Termination of employment.

If you believe your right to take FMLA leave or return to work has been restricted, we can help you.

If you were forced to pay someone to care for your sick family member you may be able to recover those expenses, in addition to any lost pay and benefits. If you were terminated because of FMLA use, we may be able to help you get reinstated or obtain your lost pay and benefits.

Our team of attorneys includes specialists in this area of the law who will advocate for your right to take  necessary leave and return to work without being penalized or punished in any way.

How We Can Help

If your right to take family medical leave has been challenged by your employer or have been retaliated against for seeking or taking FMLA leave, contact Pitt McGehee Palmer & Rivers about FMLA claims.

Overview of Family Medical Leave Act