Unfortunately, employment discrimination shouldn't generally "just happen" but it is far too common in today's workplaces. Discrimination based on age, sex, disability, religion,pregnancy and race are against the law. Sexual harassment is against the law. Retaliation for exercising statutorily protected rights or complaining of illegal actions is against the law, and employment actions such as termination or demotion in response to complaints of discrimination or harassment are against the law--but employers still think they can get away with these behaviors.

Further, Robin Remley has seen more and more employers that simply refuse to adhere to legal frameworks in place, especially with the Family Medical Leave Act. Employers often fail to attempt to understand the FMLA, their responsibilites pursuant to the FMLA, employee rights under the FMLA, record keeping requirements, reinstatement requirements, and particularly--when the FMLA applies to employees. This failure to even attempt to ascertain application of the FMLA is not cost effective. The FMLA carries stiff penalties for violations...including presumed liquidated or punitive damages. The employer must show that they acted in good faith and took proactive steps to ascertain the application of the FMLA. Many cannot show this.  If you feel you may have been entitled to protected medical leave, and you were terminated, harassed, or you feel your employer interfered with your rights, call Law Offices of Robin Remley right now!

Although the law is too detailed to outline here, generally, if you have worked over 1250 hours in the preceding 12 months for an employer with over 50 employees, you are entitled to up to 12 weeks of unpaid leave per year to tend to your own serious health condition, to have and care for a newborn, to adopt, to care for the serious health condition of certain family membes. You may be entitled to "intermittent" leave--leave in increments less than one day.

Robin Remley worked for a boss that didn't care about her or her happiness at work....which is part of the reason she went to law school...determined to stop other employers from treating employees this way. Unfortunately, Robin later determined that what her boss did to her--false sales reports, probationary periods due to "poor performance" which were completely false and opposite of actual revenues obtained and performance levels achieved---may have been perfectly okay in the eyes of the law. She isn't disabled, wasn't pregnant at the time, isn't a minority, wasn't over 40, etc.  Therefore, she likely would not have had a claim against her employer. However, had she know that she had FMLA rights and other rights....things may have been different. 

In any event, Robin can empathize with your situation, analyze your situation, and give advice in a variety of employment matters including the following:

FMLA

Title VII-discrimination and harassment (sexual harassment, race, etc.)

ADA/Americans with Disabilities Act (and as amended)- failure to accomodate, discrimination

Pregnancy Discrimination Act

Age Discrimination in Employment Act, ADEA

Family Medical Leave Act, FMLA

Fair Labor Standards Act

Other employment matters including non-competes, severance packages, employment contracts, unemployment insurance appeals, employment manuals and policies.

Robin fights valiantly to protect the rights of employees. However, she is also adept at providing proactive legal guidance to small businesses and corporation.

Robin clerked for the Equal Employment Opportunity Commission in Chicago, and worked for BP Amoco's labor law department during law school. Since starting her private practice in 2006, she has continued advocating for clients and litigating employment matters aggressively.

If you need representation or guidance regarding any of the above...please contact us at (219) 756-9600.