FMLA Retaliation – MA Employment Lawyers secured a settlement for a client subjected to retaliation by their employer after exercising their rights under the Family Medical Leave Act (“FMLA”). The FMLA entitles qualifying employees access to twelve (12) weeks of unpaid leave per year. Employees may qualify for FMLA leave if they: (a) work for a public employer or private employer that employed fifty (50) or more employees for at least twenty (20) workweeks during either the current or previous year, (b) have worked at least 1,250 hours for the employer for a minimum of twelve (12) months and (c) work at, or are predominantly assigned work from, a location where at least fifty (50) employees work, or within seventy-five (75) miles of that location. Qualifying employees that exercise their right to FMLA leave, or make a request to do so, are protected from being retaliated against by their employer. Retaliation can include, but is not limited to, a reduction in pay, hours, or responsibility, demotion, termination, or withholding of an earned raise or bonus.
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