Hill County Employment Attorneys Rob Wiley, P.C. Home
Maternity & Paternity Leave Lawyers Serving Austin
Our Employment Attorneys Fight to Enforce Maternity Leave LawsThe maternity & paternity attorneys represent mothers and fathers who have been denied the right to take maternity or paternity leave for the birth or adoption of a baby.
Federal law requires certain employers to provide employees up to 12 weeks of maternity or paternity leave. This is true for both mothers and fathers. Additionally, the law covers the adoption and birth of a new baby. This law also prohibits an employer from retaliating against an employee who takes maternity or paternity leave.
Maternity Leave Laws Allow Leave Before or After ChildbirthEmployees who qualify FMLA leave have the right to take maternity or paternity leave. This leave can be before or after the birth or adoption of a child. However, this FMLA leave does not have be to continuous. For example, an employee could take decide to only take a couple days off a week after the birth of a child instead of taking off work completely.
The FMLA also prohibits employers from retaliating against employees who elect to take time off for the birth of adoption of a baby. If you have been denied leave or if you have been retaliated against for taking leave, contact our maternity or paternity leave attorneys today.
Contact an Employment Lawyer TodayIf you have been denied maternity leave or paternity leave, have suffered pregnancy discrimination, or have been retaliated against, please contact an employment attorney today.
Federal law requires certain employers to provide employees up to 12 weeks of maternity or paternity leave. This is true for both mothers and fathers. Additionally, the law covers the adoption and birth of a new baby. This law also prohibits an employer from retaliating against an employee who takes maternity or paternity leave.
Maternity Leave Laws Allow Leave Before or After ChildbirthEmployees who qualify FMLA leave have the right to take maternity or paternity leave. This leave can be before or after the birth or adoption of a child. However, this FMLA leave does not have be to continuous. For example, an employee could take decide to only take a couple days off a week after the birth of a child instead of taking off work completely.
The FMLA also prohibits employers from retaliating against employees who elect to take time off for the birth of adoption of a baby. If you have been denied leave or if you have been retaliated against for taking leave, contact our maternity or paternity leave attorneys today.
Contact an Employment Lawyer TodayIf you have been denied maternity leave or paternity leave, have suffered pregnancy discrimination, or have been retaliated against, please contact an employment attorney today.
