¿Despedido por tomar un permiso familiar y médico?
Tienes derecho a tomar hasta 12 semanas de permiso por el nacimiento de un hijo, la adopción de un niño, un problema médico grave o por la situación militar de la familia.
Si fue despedido por su empleador mientras estaba de licencia o por solicitarla, llámenos ahora. Nuestro abogado especializado en derecho laboral le hará justicia.
Tienes derecho a tomar un permiso.
Usted tiene un derecho protegido por el gobierno federal y otro por el estado para tomar una licencia por varias razones. Las leyes que le otorgan estas protecciones son la Ley de Baja Médica Familiar (FMLA) y la Ley de Derechos de la Familia de California (CFRA).
Ley de Baja Médica Familiar (FMLA)
La Ley de Derechos Familiares de California (CFRA) ofrece a los empleados que reúnen los requisitos necesarios hasta 12 semanas de permiso no remunerado y protegido por el trabajo para cuidar de su propio estado de salud grave o de un familiar con un estado de salud grave, o para establecer un vínculo con un nuevo hijo. Estas palabras clave son un permiso protegido por el puesto de trabajo. Despedir a un empleado mientras está de permiso, o por tomar un permiso, es ilegal.
Ley de Derechos de la Familia de California (CFRA)
La FMLA permite a los empleados de las empresas cubiertas por la ley tomarse un permiso no remunerado y protegido por el puesto de trabajo por motivos familiares y médicos específicos, con la continuación de la cobertura del seguro médico de grupo en los mismos términos y condiciones que si el empleado no hubiera tomado el permiso.
During CFRA leave, the employer is required to maintain the employee's group health insurance coverage and to restore the employee to the same or equivalent position upon their return to work. CFRA also prohibits employers from discriminating against or retaliating against employees who take CFRA leave.
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The birth of a child or the placement of a child with the employee for adoption or foster care.
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To care for the employee's spouse, child, or parent with a serious health condition.
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To attend to the employee's own serious health condition that makes the employee unable to perform the essential functions of their job.
Why would an employer discriminate or retaliate against their employees for taking leave?
There are a variety of reasons why an employer might retaliate against an employee for taking time off under the California Family Rights Act (CFRA). Some common reasons include:
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Discomfort with the idea of employees taking time off. Some employers may not be comfortable with the idea of employees taking time off for family or medical reasons and may retaliate against employees who do so.
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Inconvenience to the employer. If an employee's absence causes inconvenience to the employer or disrupts the operation of the business, the employer may be more likely to retaliate.
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A negative perception of employees who take time off. Some employers may view employees who take time off under the CFRA as less committed to their work and may retaliate against them.
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Unfamiliarity with CFRA protections. Some employers may not be familiar with the CFRA or may not understand the legal protections it provides to employees and may retaliate against employees who take time off under the law.
Am I protected under CFRA?
To be protected under CFRA, an employee must have worked for the employer for at least 12 months and have worked at least 1,250 hours in the 12 months preceding the start of the leave. The employee must also work at a location where the employer has at least 5 employees.
What do I do if my employer retaliated against me?
If you believe that you have been the victim of retaliation in violation of the CFRA, you may be able to file a complaint with the California Department of Fair Employment and Housing (DFEH) or bring a lawsuit against your employer. It is important to seek legal advice if you believe that you have been the victim of retaliation in violation of the CFRA.