Thursday, August 7, 2008

Wisconsin FMLA

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When family or medical need requires you to take time off from work in Wisconsin, what procedures must you follow? If your employer appears to be trying to dissuade you from taking leave as protected by law, what recourse do you have?

The lawyers of Alan C. Olson & Associates, s.c., in the Milwaukee area help employees answer those questions. We can help you assert your rights to take leave when you have a baby, need to care for an elderly parent, or need time off for medical reasons.

Protect your job and your family. Contact the Wisconsin Family and Medical Leave Act lawyers at the law offices of Alan C. Olson & Associates, s.c., to schedule a free initial phone consultation.

Provisions of the Wisconsin FMLA

The Wisconsin FMLA (W-FMLA) applies to private and public employers with at least 50 individuals on a permanent basis who have worked at least 1000 hours for the employer in the preceding 52 consecutive weeks.

The W-FMLA, unlike the FMLA, does not require the employers to perform their work on the employer’s site or within any specified number of miles from its location. During a 12-month period, the W-FMLA provides an employee with six weeks of leave for a birth or adoption; two weeks for serious health condition of parent, step-parent, child or spouse; or two weeks for Employee’s serious health condition.

The W-FMLA limits an employee to no more than eight weeks of leave annually for any combination of covered reasons. Job reinstatement rights are protected as under the federal law.

Filing Deadline Wisconsin FMLA

Complaining employees who bring claims under the Wisconsin Family and Medical Leave Act must file their claims within 30 days of the employer’s violation. An investigation and hearing shall be conducted within 60 days from filing of the complaint.

If you have been subjected to discriminatory conduct, please contact us at the law offices of Alan C. Olson & Associates, s.c., to discuss your important legal rights.

Our Worthy Opponents

The employment law attorneys of the law firm of Alan C. Olson & Associates, s.c., advocate for employees' rights regarding discrimination laws, invasion of privacy, long term disability benefits, Family and Medical Leave Act, severance / separation agreements, release agreements, Wisconsin Fair Employment Act, pregnancy, gender / sex discrimination, retirement, Employee Retirement Income Security Act, age discrimination, race / national origin / religion discrimination, sexual orientation, Title VII, Civil Rights Act of 1964, Americans with Disabilities Act (ADA), retaliation, post-employment competition, sexual harassment, wrongful discharge, unpaid wages, Wisconsin Unemployment Insurance Benefits, union failure, unfair labor practices, False Claims Act (FCA), whistleblower, Social Security Disability, and COBRA. Alan C. Olson & Associates, s.c. serves clients throughout Milwaukee County, Milwaukee, Wisconsin metro area, Waukesha County, and communities such as New Berlin, Brookfield, Waukesha, Muskego, Mukwonago, Menomonee Falls, Wales, Franklin, Oak Creek, Mequon, Cedarburg, Cudahy, Fox Point, River Hills, Shorewood, West Bend, West Allis, Oconomowoc, Summit, Delafield, and Elm Grove.

ESTABLISHING A COMMON PLAN AMONG THE ENTIRE TEAM OF CLIENT, LAWYERS, AND EXPERTS, IS CRITICAL

In matters of law, too many people seem to have taken their principles from Mark Twain. He said: 'Get the facts first; then you can distort them as you wish'. We must not let our opponents replace the actual facts with their own commentary. Instead, the facts must come forth as if from a spring of truth, persuasion, and fairness.