{"id":3338,"date":"2022-06-28T18:25:00","date_gmt":"2022-06-28T18:25:00","guid":{"rendered":"https:\/\/www.jacksonwhitelaw.com\/az-labor-employment-law\/?page_id=3338"},"modified":"2024-04-10T23:16:50","modified_gmt":"2024-04-10T23:16:50","slug":"family-medical-leave-act","status":"publish","type":"page","link":"https:\/\/www.jacksonwhitelaw.com\/az-labor-employment-law\/employee-law-services\/family-medical-leave-act\/","title":{"rendered":"Family &amp; Medical Leave Act (FMLA) Attorney"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-page\" data-elementor-id=\"3338\" class=\"elementor elementor-3338\" data-elementor-settings=\"{&quot;ha_cmc_init_switcher&quot;:&quot;no&quot;}\" data-elementor-post-type=\"page\">\n\t\t\t\t\t\t<section data-particle_enable=\"false\" data-particle-mobile-disabled=\"false\" class=\"elementor-section elementor-top-section elementor-element elementor-element-30f44c6f elementor-section-boxed elementor-section-height-default elementor-section-height-default exad-glass-effect-no exad-sticky-section-no\" data-id=\"30f44c6f\" data-element_type=\"section\" data-settings=\"{&quot;_ha_eqh_enable&quot;:false}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-7e4fe508 exad-glass-effect-no exad-sticky-section-no\" data-id=\"7e4fe508\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-11e4c683 exad-sticky-section-no exad-glass-effect-no elementor-widget elementor-widget-heading\" data-id=\"11e4c683\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">It is common for disputes to arise when an employee needs to take time off for family or medical reasons.<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-28d44ea9 exad-sticky-section-no exad-glass-effect-no elementor-widget elementor-widget-text-editor\" data-id=\"28d44ea9\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Most often what happens is the employer will terminate, or refuse to pay the employee once they are on leave. Fortunately, employee&#8217;s are protected under the <strong>Family and Medical Leave Act<\/strong> <strong>(<a href=\"http:\/\/www.dol.gov\/whd\/fmla\/\" target=\"_blank\" rel=\"noopener noreferrer\">FMLA<\/a>)<\/strong> of 1993.<\/p><p>The FMLA applies to employers with more than 50 employees. Under the FMLA, employer&#8217;s are responsible for giving eligible employees 12 weeks of job-protected unpaid leave if an employee experiences a qualifying event.<\/p><p><strong>Eligible employee&#8217;s must:<\/strong><\/p><ul><li>Work at a work-site within 75 miles of their employer<\/li><li>Worked at least a total of 12 months for their current employer<\/li><li>Worked at least 1,250 hours during the 12 months immediately prior to the date that the FMLA leave begins<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-34313669 exad-sticky-section-no exad-glass-effect-no elementor-widget elementor-widget-button\" data-id=\"34313669\" data-element_type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"#contact\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Get Started<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7b031d0f exad-sticky-section-no exad-glass-effect-no elementor-widget elementor-widget-heading\" data-id=\"7b031d0f\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Qualifying Life Events<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-37f35c18 exad-sticky-section-no exad-glass-effect-no elementor-widget elementor-widget-text-editor\" data-id=\"37f35c18\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>An employee\u2019s personal medical issues, or a medical issue of a close relative who needs the care of the employee is considered a qualifying life event.\u00a0 The medical issue does not need to be related to the job, or a result of an injury suffered on the job.\u00a0 If the employee experiences a qualifying event, he or she may then take 12 weeks of unpaid leave and return to their position or an equivalent position without any penalty from the employer.<\/p><p><strong>These life events include:<\/strong><\/p><ul><li>The birth and care of the employee\u2019s newborn child<\/li><li>The employee receives a child for foster care or adoption<\/li><li>An immediate family member, such as a spouse, child, sibling, or parent needs care due to a serious medical condition<\/li><li>The employee contracts a serious medical condition, leaving them temporarily unable to perform their essential job responsibilities<\/li><\/ul><h3>\u00a0<\/h3>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-43edb579 exad-sticky-section-no exad-glass-effect-no elementor-widget elementor-widget-button\" data-id=\"43edb579\" data-element_type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"#contact\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Get Started<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3c8ec06e exad-sticky-section-no exad-glass-effect-no elementor-widget elementor-widget-heading\" data-id=\"3c8ec06e\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Family and Medical Leave Act Disputes in Arizona<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-71f5e4 exad-sticky-section-no exad-glass-effect-no elementor-widget elementor-widget-text-editor\" data-id=\"71f5e4\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>If the employee did give proper notice, the employer must either reinstate the employee or pay them any money they&#8217;re owed.\u00a0 To decide whether notice was sufficient, courts consider when the employee gave notice and the information given to the employer.\u00a0 Some courts even consider an employer\u2019s awareness of the employee\u2019s situation and need for leave as sufficient notice. For example, an employer who knew an employee suffered an injury on the job should have known that employee would need time to recover before returning to work.\u00a0 That awareness would be considered sufficient notice to invoke the protections of the FMLA.<\/p><p>The Act requires employers to reinstate employees to the same or an equivalent position, with the same or equivalent pay, responsibilities, and benefits, as they existed before they left when they return from their FMLA leave.<\/p><h3>\u00a0<\/h3>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6b97b7b0 exad-sticky-section-no exad-glass-effect-no elementor-widget elementor-widget-button\" data-id=\"6b97b7b0\" data-element_type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"#contact\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Get Started<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9da90cc exad-sticky-section-no exad-glass-effect-no elementor-widget elementor-widget-heading\" data-id=\"9da90cc\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Dedicated Employment Law Attorneys<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7c1ef934 exad-sticky-section-no exad-glass-effect-no elementor-widget elementor-widget-text-editor\" data-id=\"7c1ef934\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>In any event, if an employer receives information that suggests the employee may need leave, the burden is on the employer to reach out to the employee and find out if he or she is in fact experiencing a qualifying event.\u00a0 The employee is not required to identify the FMLA by name to the employer to receive its protections. If you or someone you know has lost a job because of work missed due to a medical issue or caring for a relative with a medical issue, you may have a claim for lost wages or reinstatement under the FMLA.<\/p><p>If you believe that your employer has violated any of your FMLA rights, we recommend that you contact a member of the labor and employment law team at JacksonWhite. Our attorneys can work through your concerns and guide you through the appropriate steps to determine your employment and FMLA rights.<\/p><p style=\"text-align: left\">Call our Employment Law team at <a href=\"tel:4804641111\">(480) 464-1111<\/a>\u00a0to discuss your case today.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-471e4ec1 exad-sticky-section-no exad-glass-effect-no elementor-widget elementor-widget-button\" data-id=\"471e4ec1\" data-element_type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"#contact\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Get Started<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-14552c7a exad-sticky-section-no exad-glass-effect-no elementor-widget elementor-widget-heading\" data-id=\"14552c7a\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Meet JacksonWhite Law<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-275d590f exad-sticky-section-no exad-glass-effect-no elementor-widget elementor-widget-heading\" data-id=\"275d590f\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">We are a full-service law firm focused on serving our clients.<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<section data-particle_enable=\"false\" data-particle-mobile-disabled=\"false\" class=\"elementor-section elementor-inner-section elementor-element elementor-element-65a068c9 elementor-section-content-top elementor-section-boxed elementor-section-height-default elementor-section-height-default exad-glass-effect-no exad-sticky-section-no\" data-id=\"65a068c9\" data-element_type=\"section\" data-settings=\"{&quot;_ha_eqh_enable&quot;:false}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-inner-column elementor-element elementor-element-6dff02ff exad-glass-effect-no exad-sticky-section-no\" data-id=\"6dff02ff\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-20cb9a30 exad-sticky-section-no exad-glass-effect-no elementor-widget elementor-widget-text-editor\" data-id=\"20cb9a30\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><a href=\"https:\/\/www.jacksonwhitelaw.com\/criminal-defense-law\/files\/2019\/12\/mesa-criminal-defense-location-e1576166814548.png\"><img fetchpriority=\"high\" decoding=\"async\" class=\"wp-image-17383 alignleft\" src=\"https:\/\/www.jacksonwhitelaw.com\/criminal-defense-law\/files\/2019\/12\/mesa-criminal-defense-location-e1576166814548.png\" alt=\"mesa criminal defense location\" width=\"352\" height=\"216\" \/><\/a><\/p><p>As a premier law firm, we&#8217;ve helped thousands of Arizonans navigate the often daunting process involved in employment-based legal problems.<\/p><p>Contact us today to schedule your consultation.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7fa2823a exad-sticky-section-no exad-glass-effect-no elementor-widget elementor-widget-button\" data-id=\"7fa2823a\" data-element_type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"#\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">About Us<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>It is common for disputes to arise when an employee needs to take time off for family or medical reasons. Most often what happens is the employer will terminate, or refuse to pay the employee once they are on leave. Fortunately, employee&#8217;s are protected under the Family and Medical Leave Act (FMLA) of 1993. The [&hellip;]<\/p>\n","protected":false},"author":111,"featured_media":0,"parent":3240,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"site-sidebar-layout":"default","site-content-layout":"default","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"default","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"class_list":["post-3338","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v24.9 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Arizona FMLA Attorney | Family &amp; 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