Maternity leave has become such a common component of employee benefit programs both in Fort Lauderdale and throughout the rest of the U.S. that many may simply assume it to be inherent with their employment. Yet what about paternity leave. If your spouse is about to a have a baby, you may want to plan time off to spend with your newborn in order to both bond with it and assist your spouse in her recuperation and recovery. Yet whereas companies typically offer women 12-16 weeks of paid maternity leave, that which is offered to fathers is typically much less.
Most in Fort Lauderdale understand that life happens regardless of the plans that people make, and oftentimes its circumstances can compel them to essentially "hit the pause button" with everything else they have going on to deal with certain things. One of the activities that people often have to put on hold to accommodate dramatic events in their lives is work. Fortunately, the Family and Medical Leave Act allows for that.
It may be easy to become too focused on the "medical" portion of the Family and Medical Leave Act and forget that it also includes family matters. Many from Fort Lauderdale come to us here at The Law Office of Michelle Cohen Levy, P.A. asking if that includes preparing for an adoption case. If you have the same question, you will be happy to know that it does.
Maternity leave is a confusing topic for expectant mothers in Florida. It’s crucial that you’re well aware of the facts in this case, which can help you identify whether your rights are being violated. The Cut answers the following questions about maternity leave so you can rest assured that you’re being treated fairly by your employer.
If you are a soon-to-be father in Florida, you may be looking forward to paternity leave and spending some quality time with your little one. Many companies follow the requirements of the Family Medical Leave Act but make no additional concessions. At The Law Office of Michelle Cohen Levy, P.A., we often represent clients wrongfully terminated after FMLA requests.
The Family and Medical Leave Act (FMLA) offers job protection in the event an extended leave due to an illness of other circumstance. Understanding FMLA is crucial should you need to care for your family, as both you and your employer have certain obligations you must adhere to. The United States Department of Labor offers the following information in this case, which can be a good starting point.
At a recent conference of the Society for Human Resource Management, two experts spoke about the most common ways managers violate the Family and Medical Leave Act (FMLA). These break down into three major categories: 1) failure to take the appropriate actions when an employee needs to take leave; 2) giving the impression that taking leave would be problematic; and 3) retaliation against employees who take leave.
In our last post, we talked about the Fair Labor Standards Act (FLSA) and how it helps employees. Today, we want to continue the theme of looking at basic, but important, laws that protect employees and grant them rights. So let's talk about the Family Medical Leave Act (FMLA).
As an employee, you have a number of rights and they protect you from feeling uncomfortable or threatened at work. They also go a long way to protect you from your employer acting in nefarious ways. That doesn't mean that your employer or fellow employees will respect these rights, but you do have them and you can take proper steps to uphold them.
The employee-employer relationship is usually a symbiotic partnership that benefits both sides. The employee gets a job, and the employer gets a person who performs his or her tasks for the benefit of the company. It's great for everyone. But sometimes, the employer runs afoul of their responsibilities and morals, and they violate an employee's rights. When this happens, the employee needs to consider his or her legal situation and think about what his or her next steps are.