Family, Medical, and Other Leave Discrimination

Coping with the loss of a family member is undeniably one of life’s toughest challenges. During these difficult times, employers can play a crucial role in supporting their staff. Many employers in Virginia extend the provision of bereavement leave to help employees navigate their grief. Unfortunately, such accommodations are not universally mandated by law. If

The Family and Medical Leave Act (FMLA) is a federal law that provides unpaid protected leave to employees for covered medical or family reasons. These are important rights that employees enjoy, but they don’t come automatically.  Employers have plenty of responsibility in ensuring their employees can take advantage of these rights. But it’s still up

Despite the rights granted by the Family Medical Act and the Equal Pay Act, there is so much more companies can do to make it better for working mothers. The Family Leave Act allows employees to take 12 weeks of unpaid leave, but it only applies to companies with 50 or more employees, and only

On June 28, a new bill was introduced in the House that would grant U.S. federal employees up to 12 weeks of paid parental leave upon the birth or adoption of a child. The bill is called the Federal Employees Paid Parental Leave Act of 2018 and strives to help the federal government keep up

If you are out on leave under the federal Family and Medical Leave Act (FMLA) because of your own or a family member’s health issues, you and your employer can have some contact. It’s generally acceptable if your employer reaches out to you to ask a question or clarify an issue while you’re away from

Have questions about your potential legal case? Our Legal Leverage program has you covered! A smart employer will ask you for medical information or a doctor’s note only when absolutely necessary. It’s not in the employer’s interest to know a lot of medical information about its workers. That knowledge could potentially be used against it

The federal Family and Medical Leave Act (FMLA) allows a covered employee to take up to 12 weeks of leave to provide care for an immediate family member with a serious health condition. There’s no limitation in the statute as to what is involved in the “care” of that person. If an employer tells you