Family Medical Leave Act/Uniformed Servicemen Employment and Reemployment Rights Act
The FMLA entitles eligible employees to take up to 12 workweeks of unpaid, job-protected leave in a 12-month period for specified family and medical reasons, or for any “qualifying exigency” arising out of the fact that a covered military member is on active duty, or has been notified of an impending call or order to active duty, in support of a contingency operation. The FMLA also allows eligible employees to take up to 26 workweeks of job-protected leave in a “single 12-month period” to care for a covered service member with a serious injury or illness. To be eligible, the employee must have worked for the employer for at least one year (1) and worked more than 1250 hours during the previous calendar year. Additionally, the employer must employ fifty (50) or more employees within a 75-mile radius. An employee does not even need to request FMLA leave if your employer is aware that you are suffering from a serious illness. Often employers disfavor the use of FMLA leave and attempt to interfere with FMLA rights. If you believe you need FMLA leave or have suffered harassment, demotion, or termination because of your attempt to exercise your rights under the FMLA or you were wrongfully denied FMLA, you need to contact Dyer Law as soon as possible. We can guide you through the FMLA process or attempt to secure your rights by speaking with your employer.