Your service as a reservist in Fort Lauderdale affords you the unique opportunity to both serve in the military while also developing a prosperous civilian career. Yet there may be times when your military service conflicts with your career ambitions. Say that you have recently been hired into a new position, yet also received word that your unit is going to be deployed. A military deployment can be as brief as 90 days or as long as 15 months (depending on the position that you serve in). What if, after your deployment ends, you immediately need to take an extended leave of absence to address medical concerns?
As a new mother in Fort Lauderdale, you no doubt cherish those first few months that you have to bond with your new baby. Going back to work once your maternity leave has ended can be extremely difficult, yet not simply due to having to leave your baby. If you are nursing your newborn, then the task of storing breastmilk when your baby is not eating is vital. Postpartum lactation is often a difficult subject to address, and you (like many others that we here at The Law Office of Michelle Cohen Levy, PA have worked with) may feel self-conscious about bringing it up with your employer. Yet the law recognizes your needs, and has put protections in place to help you while you are at work.
The Family and Medical Leave Act (FMLA) provides unpaid leave to workers for medical issues they or their loved ones are experiencing. There are a number of rules in place dictating the proper FMLA procedures, both for employees as well as employers. According to SHRM.org, many supervisors violate these rules and regulations, both intentionally and unintentionally. This can result in legal woes if a worker files a claim stating that his or her rights have been violated.
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.