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Family Medical Leave Act Discrimination

Wrongfully Denied Family Leave? Consult a CT Employment Discrimination Lawyer

Searching for an attorney for Family Medical Leave Act violations in New Haven? Many people face unexpected or life-changing events. The purpose of the Family Medical Leave Act is to allow an individual leave for up to 12 weeks to deal with a medical necessity. Factors that require leave time under the FMLA include the birth and care of the employee's newborn child, the adoption or foster care of a child in placement of an employee, the care by an employee of an immediate family member (parent, spouse or child) suffering from a serious health condition, or a serious health condition suffered by the employee. If you have questions about or have endured employment discrimination due to a violation of the FMLA, talk to a New Haven employment discrimination lawyer concerning your options. These legal issues should be addressed by an attorney that will move forward carefully on your behalf, seeking the best result and avoiding litigation when possible.

While both the federal government and the state of Connecticut have FMLA laws, they differ in their rules. The federal FMLA covers an employee if he or she has worked for at least 12 months for a private company that retains 50 or more employees and the employee has worked 1,250 hours within the last 12 months. Under the Connecticut FMLA, coverage is available to an employee who has been working for 12 months for a private company that has 75 or more employees, and if the employee has reached a quota of 1,000 hours worked. Both the federal and state's FMLAs require that only the actual work hours will count (sick leave, holiday and paid vacations do not qualify).

Legal Backing from a FMLA Violation Attorney in New Haven, CT

Looking for an attorney for a Family Medical Leave Act case in New Haven? In some unfortunate cases, a FMLA infraction can lead to a wrongful termination of an employee. An employer may decide to fire the employee rather than allowing the employee to receive deserved benefits. Termination from employment and denial of FMLA benefits must occur before any legal action can commence, and often we find that a Demand Letter or Investigation Letter can lead to a resolution without the need for litigation. The documentation of incidents of discrimination or FMLA violations can assist an attorney in building a case against your employer.

Axelrod & Associates is dedicated to helping clients throughout the state achieve favorable results in cases of unfair or illegal treatment of employees. We know how important these issues are to you, both personally and financially, and move forward with your interests and rights as our only concern, and will seek every opportunity to get the matter resolved quickly and effectively, through counseling, mediation and other actions prior to moving forward with legal action.


Have your FMLA rights been violated? Contact a New Haven employment discrimination lawyer to take action!


Our Connecticut discrimination firm serves throughout the communities of New Haven, Stamford, Branford, Meriden, Waterbury and Bridgeport.

  • Have Your Case Reviewed

    Complete our online questionnaire for a personal review by our law firm.

    Get Help Now
  • When Experience Matters Most

    We regularly litigate cases involving Fortune 500 companies.

    Company List
  • Get The Results You Deserve

    Click here to see a comprehensive list of companies we have litigated against.

    Proven Results
  • Can They Really Do That?

    Read common questions about what employers can and cannot do.

    FAQ Section

Contact Us

Axelrod & Associates LLC
New Haven Employment Discrimination Attorney

Located at: 8 Lunar Drive,
Woodbridge, CT 06525
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Phone: (203) 285-8294
Local Phone: (203) 389-6526

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Disclaimer

The information on this website is for general information purposes only. Nothing on this site should be taken as legal advice for any individual case or situation. This information is not intended to create, and receipt or viewing does not constitute, an attorney-client relationship.