Woodland Hills CFRA Violation Attorneys

Protecting Your Rights under the California Family Rights Act

As a California employee, you rely on the state and federal employment laws to protect your employment and financial security. Sadly, many employers willfully violate these critical workplace protections every day, including employees’ rights under the California Family Rights Act (CFRA). At the Law Office of Payab & Associates, our Woodland Hills attorneys have a longstanding reputation for restoring employees’ rights and holding offending employers accountable for unlawful behavior in the workplace. 

Every employee is entitled to a safe, non-discriminatory workspace, making it imperative to know and exercise your rights as necessary. If you suspect your rights were violated under the CFRA, seeking sound counsel is paramount to safeguarding your employment and economic security. Our highly skilled attorneys have decades of experience representing wronged workers in a variety of employment law disputes, making us well-equipped to advocate for the favorable outcome you deserve.

If your employer denied you the CFRA leave you’re entitled to, call (818) 918-5522 to schedule a consultation with a skilled employment lawyer. 

What Is the California Family Rights Act (CFRA)?

In 1993, California enacted the California Family Rights Act (CFRA) to protect the rights of eligible employees to take extended leave for family and medical reasons. This law is similar to the federal Family and Medical Leave Act (FMLA), but provides broader coverage and benefits for eligible employees.

What Are My Rights under the CFRA? 

As a California employee, you’re entitled to various legal protections under the California Family Rights Act (CFRA). These include: 

• Right to family leave: Eligible employees can take up to 12 weeks of unpaid, job-protected leave within a 12-month period for the birth of a child, adoption, or to care for an immediate family member with a serious health condition.
• Right to medical leave: If you’re unable to work due to a serious health condition, CFRA ensures your right to take medical leave while maintaining job protection.
• Health benefits protection: During CFRA leave, your employer must maintain your group health coverage under the same conditions as if you had continued to work.
• Right to return to work: After your leave, you are entitled to return to the same position or a comparable one with equivalent pay, benefits, and working conditions.
• Protection for pregnant employees: CFRA works in tandem with the Pregnancy Disability Leave law, allowing potentially up to 4 months of pregnancy disability leave plus 12 weeks of CFRA leave for child bonding.
• Protection against discrimination: Employers cannot discriminate against you for taking CFRA leave if you’re eligible to do so. 
• Military family leave entitlements: Under certain conditions, CFRA allows for additional leave for qualifying exigencies related to a family member's active duty or call to active duty in the U.S. Armed Forces.

Who Is Eligible for CFRA Leave?

To be eligible for CFRA leave, an employee must fulfill certain eligibility requirements. These criteria include: 

• The worker must be employed at an employer with five or more staff members. 
• The worker must have more than 12 months of service with their employer.
• The worker must have worked at least 1,250 hours for their employer within 12 months prior to taking CFRA leave. 

Common CFRA Violations in the Workplace

If you suspect your rights were violated under the California Family Rights Act (CFRA), it’s important to consult with an experienced employment law attorney as soon as possible to pursue justice. Some common examples of CFRA violations in the workplace include:

• Refusal to grant CFRA leave: Employers cannot deny eligible employees’ requests for CFRA leave without valid reasons.
• Employer retaliation: Employers cannot retaliate against employees for taking or requesting CFRA leave. Common examples of retaliation include demotions, pay cuts, or wrongful termination.
• Failure to reinstate employees after CFRA leave: Employers must reinstate employees to the same or similar position after their CFRA leave ends.
• Failure to notify: Employers are obligated to provide employees with specific information regarding their rights under CFRA, as well as proper notice of CFRA leave requirements to eligible employees.

Steps to Take After a CFRA Violation

If your rights were violated under the CFRA, the Law Office of Payab & Associates can aggressively represent your best interests by fighting to hold your employer accountable. Here are some important steps to take if you suspect a CFRA violation: 

1. Seek sound counsel from a qualified CFRA violation lawyer. The first step to protecting your reputation and job security after a CFRA violation is to seek sound counsel from a qualified employment lawyer. Your attorney can apply their in-depth understanding of California employment laws to fortify your claim with compelling evidence and guide your legal steps wisely, maximizing your chance of obtaining a favorable outcome. 
2. Gather evidence. Our team can collaborate closely with you to fortify your claim with compelling evidence and build you the strongest case possible, increasing your chance of securing a favorable outcome. 
3. File a claim. Our CFRA violation lawyers can assist you with filing a claim and represent your best interests throughout the proceedings. If we can’t reach an amicable resolution with the offending employer, we won’t hesitate to take your case to court if that’s what it takes to achieve a fair settlement.
4. Recover compensation. Our knowledgeable lawyers have extensive experience in employment law disputes to prioritize your unique needs and pursue justice. No matter what, you can rely on us to fight for the fair compensation you deserve for lost earnings, liquidated damages, legal fees, and more. 

Do I Need an Employment Law Attorney? 

Don't let yourself pay the price for your employer's unlawful actions. At the Law Office of Payab & Associates, our Woodland Hills lawyers are well-versed in the legal intricacies of California employment law to pursue a just settlement on your behalf. 

When you choose to partner with us, you’ll benefit from: 

• Trusted representation: With over 26 years of experience handling employment law disputes, you can count on us to deliver the dependable advocacy you need to assert your employee rights and protect your financial security. 
• Pay nothing until we achieve a fair settlement: Our attorneys work on a contingency fee basis, meaning you pay nothing until we recover compensation for you. 
• Bilingual services: With Spanish-speaking agents available, our compassionate advocates go above and beyond to put your needs first. 
• Tens of millions of dollars recovered for wronged workers: Our team has recovered tens of millions of dollars in settlements for our clients, giving you peace of mind that your legal needs and personal goals are prioritized. 
• Client-backed reputation: While our proven track record of results speaks for itself, our reputation is also backed by countless testimonials from satisfied clients in Woodland Hills and beyond.

Dependable Advocacy for Woodland Hills Employees

From sexual harassment to unpaid wages to gender and sex discrimination, the Law Office of Payab & Associates has a time-tested reputation for providing reliable representation to California employees in times of need. We understand the fear and frustration of preserving your employment in an unethical work environment, which is why our dedicated attorneys are dedicated to safeguarding your employee rights. 

If you were wronged by your employer, contact us online to pursue the justice and compensation deserve. Pay nothing until we obtain a fair settlement.