Law Office of Raphael B. Hedwat.

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Law Office of Raphael B. Hedwat.
Abogado Rafael Y Asociados.

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Phone:

(888) 298-7279

Location:

5170 Sepulveda Blvd # 350, Sherman Oaks, CA 91403, United States

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Law Office of Raphael B. Hedwat.
Abogado Rafael Y Asociados.

Phone:

(888) 298-7279

Location:

5170 Sepulveda Blvd # 350, Sherman Oaks, CA 91403, United States

FMLA Attorney in Los Angeles

FMLA Attorney Los Angeles - Trusted legal professional providing expert support and guidance for Family and Medical Leave Act (FMLA) cases.

Signs of FMLA Retaliation | Law Office of Raphael B. Hedwat

If the action is conducted because you are taking the unpaid leave to which the FMLA authorizes you, it might be considered retaliation. Always get legal advice as soon as you fear retaliation in the workplace for a claim you filed against your employer, as these cases can be particularly time sensitive. Retaliation under the FMLA can take a variety of forms, including:

Recover from CFRA Infringements and Retaliation

Our Los Angeles FMLA Attorney are committed to the success of each and every claim they handle. We have decades of combined employment legal experience, including the CFRA. Due to our commitment to quality in all aspects of our services, we’ve previously achieved remarkable outcomes for clients. We’re willing to go to trial if it’s the only way to get proper recompense. Preparation for trial can go a long way toward achieving a favourable settlement. Our initial consultations with new clients are always free, and you don’t have to pay our legal expenses until we recover money for you. Reach out to us to schedule your free case evaluation. If you’re one of the many employees who has incurred damages as a result of an employer’s unwillingness to allow you to take CFRA leave or retribution for taking leave, contact one of our attorneys right now. There’s a strong probability you’re entitled to compensation for things like:
FMLA Attorney Los Angeles - Trusted advocate safeguarding your rights under the Family and Medical Leave Act (FMLA).

FMLA FAQs Answered: Expert Insights

Certainly! Here are some frequently asked questions about the Family and Medical Leave Act (FMLA) in relation to disabilities, along with answers to provide insights:

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The FMLA is a federal law in the United States that provides eligible employees with job-protected leave for certain family and medical reasons. It allows eligible employees to take up to 12 weeks of unpaid leave in a 12-month period without the risk of losing their job.

Yes, the FMLA covers disabilities if the disability meets the definition set forth by the law. To be eligible for FMLA leave due to a disability, the employee must have a serious health condition that substantially limits one or more major life activities.

The determination of whether a disability qualifies for FMLA leave depends on several factors. The disability must meet the FMLA's definition of a serious health condition, which includes impairments that require inpatient care or continuing treatment by a healthcare provider.

Yes, intermittent FMLA leave is possible for disabilities that meet the FMLA's definition of a serious health condition. Intermittent leave allows employees to take leave in separate blocks of time or on a reduced schedule basis when medically necessary.

Yes, employers have the right to request medical certification to verify the need for FMLA leave due to a disability. The certification may need to be completed by a healthcare provider and provide specific information about the serious health condition.

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