Serious Health Conditions (FMLA + CFRA)

California law gives some employees the right to a reduced schedule, intermittent time-off, and a leave of absence for one’s own serious health condition. Moreover, where a qualified employee requests or takes protected time-off for one’s own serious health condition, the employer may not retaliate against the employee for doing so.

However, not all employees are qualified for the full range of rights, protections, and time-off provided by law. Whether you are entitled to leave for one’s own serious health condition depends on several factors, including the size of the company and the length of your employment.

The laws governing time-off for one’s own serious health condition 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’ve been treated poorly due to your need for time-off for your own serious health condition, you believe your employer has unlawfully denied you time-off for your serious health condition, or you just need help navigating the complicated process of obtaining leave for your serious health condition, 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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