FMLA & ADA Protections for Employees | Van Kampen Law

The Family and Medical Leave Act (FMLA) and the Americans With Disabilities Act (ADA) are two of the most important laws covering employees. The acts were created to protect employees did not have to choose between their health and their jobs.
Learn more about the FMLA: www.ncemploymentattorneys.com...
Learn more about that ADA: www.ncemploymentattorneys.com...
About Van Kampen Law, PC
Van Kampen Law strives to be regarded as the most aggressive employment litigation firm in North Carolina. That said, the firm also works effectively and in good faith with area employers to settle matters amicably and confidentially if possible. While litigation may ultimately be necessary, Van Kampen Law’s initial approach with employers emphasizes diplomacy, open-mindedness, and mutual interests.
Van Kampen Law
North Carolina Employment Attorneys
315 E Worthington Avenue
Charlotte, NC 28203
Phone: [phone]
Website: www.ncemploymentattorneys.com/

[@devonburroughs]

Wow! This happened to me in 2022. I've been keeping a lid on it because I was trying to do it the right way, but now im ready to talk about it since I have a right to sue letter from the DOL. However, I need representation for this matter before the month ends. Please reach out when you get a chance.

[@Spectre2434]

❤❤❤ covers mobility disorders. ❤❤❤What if HR doesn't understand this ?

[@aarongabbard]

There isn't alot of information regarding Retroactivly approving FMLA.
One example I have, is if an employer takes disciplinary actions such as writting up, demoting or additional disciplinary actions for attendence issues. But then FMLA confirms there attendance was due to FMLA reasons and retroactively approves that time. Can the employer continue disciplining the employee for those days that were approved or would they have to remove the write up? There is barley any information of retroactively approving FMLA.

[@sweetcapricorn]

Same question going through this now

[@sweetcapricorn]

For what I’ve read it’s up to the employer unless a lawyer talks specifically to you there’s no way of knowing just continue to document in case it goes to litigation some companies will settle outside courthouse