Retaliation for Taking FMLA/CFRA Leave
Employers are also prohibited from interfering with an eligible employee’s right to take FMLA/CFRA leave, or discriminating or retaliating against an employee for taking such leave. California law extends these protections to persons who take FMLA/CFRA leave in order to care for a family member suffering from a serious health condition. As such, employers cannot consider an employee’s FMLA/CFRA leave as a negative factor in employment decisions, such as hiring, promotions, disciplinary actions, or termination; nor can such leave be counted under “no fault” attendance policies.
If you think that your employer has discriminated or retaliated against you for requesting or taking medical leave, it is a good idea to speak with a retaliation attorney at Workplace Justice Advocates, A Professional Law Corporation.