Denial of Sick Leave

Denial of Sick Leave in Maryland

Seek Fair Recourse in Washington D.C. & Silver Spring

The Healthy Working Families Act was passed by the state of Maryland to protect employees that must take sick leave. The act applies to all private employers as well as local and state government agencies. Under the act, employees accrue one hour of sick leave for every 30 hours worked. They can use their sick leave for their own illness or injury, or for the care of a family member. As a result of the act, Maryland workers have greater protection against losing wages when they or their family members become ill.

Reasons for Sick Leave

Employers are legally obligated to allow sick leave for the following reasons:

Preventative medical care, whether provided to the employee or family member
Maternity leave
Paternity leave
Necessary absences due to domestic violence, stalking, or sexual assault, which applies to both the employee and his or her family members
Care for a physical illness, injury, or condition
Care for a mental illness

FMLA and Medical Leave

The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees with up to 12 weeks of unpaid leave per year for certain medical and family reasons. To be eligible for FMLA leave, you must have worked for your employer for at least a year and your employer must have at least 50 employees for 20 weeks in a year.

When Can the FMLA be Used?

FMLA leave can be used for the birth or adoption of a child, the care of a sick family member, or the employee's own serious health condition. While on FMLA leave, your employer must maintain your health insurance coverage. Upon returning from FMLA leave, you are guaranteed to be reinstated to your previous position or an equivalent position. The FMLA and The Healthy Working Families Act are vital laws that help to protect workers and their families.

Why Choose Melehy & Associates LLC?

At Melehy & Associates LLC, we have been fighting for our client’s rights since 1997. We pride ourselves on keeping our clients informed and making sure they know what is going on with their case because communication is key to a successful lawyer-client relationship. We are tenacious and conscientious negotiators, and willing to go the extra mile to fight for our clients.

Our attorneys take a holistic approach to representing and understanding our clients' situations and are focused on your rights, regardless of your background. You don’t need to worry about any communication barriers as our Spanish-speaking bilingual team can help you navigate the legal system every step of the way.

Contact us today at (301) 205-5276 to schedule a case evaluation.

$400,000 Whistleblower and False Claims Act Verdict
The law firm’s client was awarded more than $400,000 in this False Claims Act (fraud on the government) whistleblower retaliation litigation in federal court following a three week jury trial.
$300,000 Wage and Hour Verdict
The law firm received a judgement for $300,000 on behalf of 13 laborers, who performed carpentry work for the Superior Court for the District of Columbia.
$400,000 Veredicto de la Ley de Denunciantes y Reclamaciones Falsas
El cliente del bufete de abogados recibió más de $400,000 en esta Ley de Reclamaciones Falsas (fraude contra el gobierno) en un litigio de represalias de denunciantes en un tribunal federal luego de un juicio con jurado de tres semanas.
$300,000 Veredicto de horas y salarios
El bufete de abogados recibió una sentencia por $300,000 en nombre de 13 trabajadores que realizaban trabajos de carpintería para el Tribunal Superior del Distrito de Columbia.
$150,000 Discriminación por discapacidad, falta de acomodación y represalias
El bufete de abogados logró un acuerdo de aproximadamente $150,000 en nombre de una empleada federal cuyo empleador se negó a otorgarle una adaptación razonable de un acuerdo de trabajo desde casa.
$150,000 Disability Discrimination, Failure to Accommodate and Retaliation
The law firm achieved a settlement of approximately $150,000 on behalf of a federal employee whose employer refused to grant her a reasonable accommodation of a work-at-home agreement.

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A Comprehensive Approach to Each Client's Unique Situation
Legal Services Available in English & Spanish
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