Under FMLA protection in Minneapolis, many nuances apply when determining who is eligible for leave and for how much leave they are eligible. In short, the FMLA requires covered employers to provide qualified employees time to care for their own or a family member’s serious health condition. This applies to the care of a spouse, child, or parent of the employee. The FMLA also applies to the birth of a child, whether the employee is the mother or father, and for the placement of a child with you for adoption or foster care. Definitions and requirements for FMLA coverage:
Qualified Minneapolis employees may be eligible for up to 12 weeks of unpaid FMLA leave. This leave may be taken all at once or intermittently as the health condition requires.
For those in the military, a spouse, son, daughter, or parent of an employee who is a member of the military service can take up to 26 weeks of military caregiver or exigency leave.
The Minnesota Pregnancy and Parental Leave Act provides even broader eligibility to employees seeking leave for the birth or adoption of a child. Like the FMLA, Minnesota law allows up to 12 weeks of unpaid leave for employees who have been with their employer for at least 12 months. However, covered employers include those with 21 or more employees, and employees include those working at least half-time. This leave must be taken within 12 months of birth or adoption. Employees only have a right to up to a 12-week leave in total, even if they also qualify under the FMLA. Minnesota employees who have been discriminated against because of pregnancy or suffered retaliation for taking a leave have additional employment protections.
Minneapolis employees do not necessarily have to say the magic words “FMLA” or “Family and Medical Leave” to qualify for FMLA protection. However, an employee must provide enough information for the employer to understand that the leave may be covered by the FMLA.
The FMLA provides job protection. Following a leave of absence, the employer must return an employee to the same or similar position that has substantially similar duties, responsibilities, and status. Further, the employee is entitled to identical pay and benefits. Certain key positions may not be guaranteed a return to the same position after their FMLA leave. You should consult an experienced FMLA protection and retaliation attorney in Minneapolis to understand whether this may apply to you.
At times, an employee’s medical leave can be disruptive to the employer, and employees may be treated with hostility for asking for leave or experience retaliation for taking or asking for leave. This is unlawful. The Act prohibits Minneapolis employers from FMLA retaliation, interfering with, or denying the exercise of an employee’s FMLA rights and protections. This could include harassment, unwarranted disciplinary action, demotion, a cut in hours or pay, pressuring the employee not to take FMLA leave, or termination. Further, the employer cannot terminate or discriminate against an employee who has opposed practices prohibited under the Act, whether through filing a charge, giving information as part of an investigation, or testifying about it in a proceeding.
The employment lawyers at Wanta Thome have represented many employees who have experienced retaliatory treatment in the workplace after asserting their FMLA rights and taking leave. If you feel you are currently experiencing FMLA retaliation in the workplace or were terminated after taking FMLA leave, contact us to discuss your potential case and Family and Medical Leave Act (FMLA) protection in Minneapolis.
Contact us for a no-obligation confidential consultation with our employment law team.
