LEAVES OF ABSENCE + PROTECTED TIME-OFF (FMLA + CFRA)

California law provides employees with several types of protected leaves of absence, reduced schedules, and intermittent time-off from work. However, not all employees are qualified for the full range of protected time-off provided by law. Whether you are entitled to leave or other protected time-off depends on several factors, including the type of leave requested, the size of the company, and the length of your employment. Some examples of protected leaves of absence and time-off include for:

An employer cannot deny an employee a leave of absence, reduced schedule, or intermittent time-off that he or she is qualified for. Some employers must also give qualified employees time-off from work for their own, their children’s, or their close family members’ serious health conditions. Moreover, where a qualified employee requests or takes a protected time-off, the employer may not retaliate against the employee for doing so.

The laws regarding employee leaves of absence and other protected time-off are complex and ever-changing. Navigating the legal landscape in this area requires an exhaustive understanding of overlapping and conflicting state and federal laws. If you believe you have been improperly denied a leave or other time-off, your employer is retaliating against you for requesting or taking a leave of absence or other protected time-off, or you just need help navigating the complicated process of obtaining protected time-off from your employer, you need employment law specialists on your side.

Sarnoff + Sarnoff is committed to advancing employee rights and bringing to justice any employer that engages in, encourages, or fails to prevent discrimination, harassment, or retaliation in the workplace, or that denies employees their legal rights. Give us a call at (415) 788-0888, email us at info@sarnofflaw.com, or complete our online contact form to find out whether your rights have been violated and if we can help.

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