Workers may have to deal with personal or family health issues that may require them to take time off from work. The Family and Medical Leave Act (FMLA) and its state and local equivalents can allow qualified employees to take this leave and be able to return to their jobs after completing their leave. While the FMLA provides protection to those workers who meet the requirements for leave, a request for leave may not go as smoothly as it should. Understanding the potential reasons to request FMLA leave and knowing how to determine if one is eligible for leave could be essential for individuals in the Washington, D.C. metropolitan area to understand their legal rights and options.
Examples of reasons
Experts indicate that there are a variety of situations in which a person may have a valid reason to request FMLA leave. The onset of a major medical condition is just one example of a hardship in life that could require taking leave from work. FMLA leave may also be necessary for those who need to step away and care for close family members with serious health concerns.
Individuals who are awaiting the birth or adoption of a child may also have a valid reason to request leave when preparing for childbirth or adoption and during the early stages of the child’s life.
This is only a partial list of scenarios in which one may be eligible for FMLA leave and understanding this aspect of the process could prove vital to safeguarding one’s interests.
Protecting one’s rights
Even if major life events prompt a need for FMLA leave, preparing to request this leave can still be stressful. Fortunately, one does not have to approach this alone, as there are attorneys in Washington, D.C., who can evaluate the situation a person is facing and provide advice in navigating the process. An attorney can help a client better understand his or her legal rights and options and assist in preparing to safeguard his or her interests during every stage of the FMLA process, including if the employer denies the request for FMLA leave, or tries to retaliate against the employee for having taken FMLA leave.