A joint federal-state program financed by employer taxes, unemployment compensation provides temporary payments to workers who lose their jobs for reasons other than misconduct. If you have recently become unemployed, talk to an informed employment law attorney to learn your state's requirements for claiming unemployment benefits and what to do if your claim is challenged.
For Information on Wages, Benefits and the Law, Contact a California Attorney
If your employer has denied you wages that you rightfully earned, failed to pay you at prevailing wages for construction labor, denied your right to meal and rest breaks, terminated you in violation of state or federal employment laws, or misclassified your position to avoid paying benefits, you are encouraged to talk to a lawyer. Keegan & Baker, LLP, has helped recover tens of millions of dollars on behalf of employees throughout Southern California. We welcome your call or e-mail.
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Keegan & Baker, LLP, is an employment law firm serving clients throughout Southern California, including San Diego and Orange County restaurant workers, construction workers, sales personnel and office workers.
The information presented on this Web page is not intended to take the place of personalized legal advice. Contact a California lawyer at Keegan & Baker, LLP, to schedule a consultation and discuss employer violations and potential claims and lawsuits.
Family and Medical Leave
The federal Family and Medical Leave Act (FMLA) is a law that allows certain employees to take extended time off for particular family or medical needs. Additional leave may be available through more generous state laws, collective-bargaining agreements or employer-provided leave programs. An employee rights lawyer from Keegan & Baker, LLP in San Diego, California, can advise you of your particular entitlement to family or medical leave.
FMLA-Covered Employees
Not all employers are required to provide every employee with FMLA leave. Employers subject to the FMLA include:
- Federal, state and local governmental agencies
- Certain federal governmental units
- Private or public elementary or secondary schools
- Private businesses engaged in or affecting interstate commerce that employed at least 50 employees (including most part-time and most on leave) in 20 or more weeks in the current or prior calendar year
An employee of a covered employer is eligible for leave if he or she has worked for the employer at least 12 months and at least 1,250 hours in the 12 months before the leave; works in the United States, a US territory or a US possession; and works at a worksite with at least 50 employees within 75 miles. Special eligibility rules apply to flight attendants.
FMLA Leave
An FMLA-covered employer must provide eligible employees with a maximum leave of 12 weeks. The leave may be unpaid or combined with employer-provided paid leave, such as vacation or sick leave.
The FMLA allows leave for:
- Birth, adoption or foster placement of a child
- Care of a spouse, parent, minor child or incompetent adult child with a serious health condition
- Your own serious health condition
Broadly speaking, a serious health condition is an illness, injury, impairment, or physical or mental condition that involves:
- Inpatient care and subsequent related treatment
- Incapacity requiring continuing treatment
- Pregnancy
- Treatment for a chronic illness, ongoing or episodic
- Permanent or long-term incapacity
- Multiple treatments
You may be required to provide advance notice or medical certification of your need for leave. An employer who provides health insurance is required to maintain your coverage while you are on leave.
Servicemember Military Leave
In 2008 President George W. Bush signed an amendment to the FMLA creating special servicemember military leave. The amendment allows certain close family members to take up to 26 weeks of leave from work to care for a relative in the military suffering from a "serious injury or illness." Provision was also made for certain immediate family members to take leave for "qualifying exigencies" related to the active deployment of military family members.
Other Applicable Law
State or local law, collective-bargaining agreements or employer-provided leave benefits may provide more generous family and medical leave benefits than the FMLA. However, none of these vehicles may reduce FMLA benefits.
Returning to Work
Under most circumstances, when you return from FMLA leave you are entitled to your former job or its equivalent with the same employment terms. However, different provisions apply to key employees who hold certain highly compensated salaried positions.
Conclusion
The FMLA, similar state laws, collective-bargaining agreement leave provisions and employer-provided leave benefits can be an immense help to people who have important family obligations or health problems, but who need to keep their jobs. An employment law attorney from Keegan & Baker, LLP in San Diego, California, can help you understand your rights to employment leave and legal remedies if those rights are violated.
