Huntington Park FMLA Lawyer

Huntington Park FMLA Attorney

Californians employed and working in Huntington Park rely on having their rights protected when they take Family Medical Leave Act (FMLA) leave from work or when serious family matters arise. The California Family Rights Act (CFRA) lets employees leave under specific conditions without having to fear losing their jobs. A Huntington Park FMLA lawyer at Shirazi Law Firm, PC, can assist when that right is violated or denied.

Having to take time off for a serious issue is already stressful. You shouldn’t have to worry about your employer retaliating or firing you on top of it. CFRA allows California workers to take time off to care for a new child, navigate a personal serious health condition, or take care of a sick family member.

Understanding CFRA Leave Rights in California

CFRA may seem similar to the federal FMLA, with both laws providing up to 12 weeks of leave for similar reasons, but there are key differences between the two. While both laws offer similar core protections, CFRA provides broader family coverage and stronger state-specific benefits for California employees.

The CFRA was enacted in 1993, yet employees still face pushback to this day when exercising their rights. Some employers deny a worker’s leave, retaliate against workers who use leave, or terminate their employment, either during their time off or after they come back to work. Here at Shirazi Law Firm, PC, we represent employees in Huntington Park and throughout Los Angeles County in cases involving CFRA violations.

There are 18,699,200 employees in California as of 2025. Under CFRA, all California employers with five or more employees must allow up to 12 weeks of leave during each calendar year for employees who need to take time off for family or medical reasons. Their job will be protected, and they cannot be fired or punished for taking a leave.

In order to qualify, an employee needs to have been working at their job for at least 12 months and logged at least 1,250 hours during that time. Leave can be used for various things, such as:

• Caring for a new child, either after birth, adoption, or foster placement. In 2023, in California, there were 400,108 births.
• Caring for a seriously ill family member (child, parent, grandparent, partner, spouse, or other family member).
• For the employee’s own serious health condition. One in four Californians has a disability, according to the Department of Health Care Services.
• For qualifying military-related reasons.

Employers have to ensure that when the employee returns to work, it will be in the same (or comparable) job position as when the employee first took their leave. Taking this leave does not affect seniority, benefits, or job status.

While this leave is similar to the FMLA in being unpaid, employees can still use any accrued vacation or sick hours during their leave. If the employee is on the company’s group health insurance, the employer must also continue benefits during the leave. The employee taking leave must give advanced notice of the leave, if applicable, and may need to give their employer medical certification for any care-related leave.

Signs of CFRA Interference or Retaliation

Employers rarely admit to retaliation, but there are common examples of it that workers should be aware of when taking their leave. This can include a denial of your CFRA leave without giving you a valid explanation, getting negative performance reviews or discipline shortly after requesting your leave, being rejected for promotions or raises after taking a leave, or even termination or demotion.

Being terminated after requesting or returning from your CFRA leave may be classified as wrongful termination. The determining factor is whether the termination was directly linked to your CFRA leave. Even if your employer explains it away with a different reason, such as budget cuts or your performance, these claims must be analyzed if the timing seems suspicious.

If you’ve experienced any of these situations and suspect illegal treatment from your employer, it’s important to seek immediate legal counsel. Shirazi Law Firm, PC, can investigate your situation and determine whether your employer violated state leave laws.

Documenting Leave Requests and Employer Conduct

When working with an experienced attorney to assess your case and see if your rights have been violated, providing strong documentation is often the difference between a successful and unsuccessful case. Workers should:

• Keep copies of written leave requests.
• Retain emails or letters from HR confirming or denying leave.
• Record dates of leave taken.
• Document any adverse actions by your employer or higher-ups shortly before or after leave.

Shirazi Law Firm, PC, uses documentation to build a fact-based claim that clearly shows a violation of CFRA.

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FAQs About Huntington Park, CA FMLA Laws

Q: Should I Tell HR I’m Getting a Lawyer?

A: No. California does not legally require you to inform HR or your employer that you’re hiring a lawyer. However, after hiring an attorney, that attorney may contact your employer directly. It is important to remember to avoid making any statements to your employer or HR that could be used against you. Remember, HR is there to protect the company and keep it in legal standing, not protect you as the employee.

Q: What Kind of Lawyer do I Need to Open a Case Against an Employer?

A: To have a strong case, you’ll need to hire an employment lawyer who has extensive experience representing employees during cases involving topics like wages, leave, termination, or discrimination. Not all firms handle employment law, so research is important.

Shirazi Law Firm, PC, focuses on employment cases and represents workers throughout Huntington Park and the surrounding areas. We have knowledge and years of experience with the local court system at the Los Angeles County Superior Court – Southeast District – Huntington Park.

Q: What Is the Difference Between a Labor Attorney and an Employment Attorney?

A: While seemingly similar, labor attorneys typically focus on employment cases with union-related issues, such as collective bargaining agreements and communications between employers and the union. Employment attorneys handle a wider range of disputes with employment. If you’re seeking an attorney for a CFRA-related case, you’ll want to hire an employment attorney to represent you. Shirazi Law Firm, PC, practices employment law, not labor law, and represents employees, not unions or management.

Q: Is It Worth Opening a Case Against an Employer?

A: Ask an attorney. Opening a case against your employer can be a confusing and stressful decision. You should consider factors like your chances of success, the strength of your evidence, and your goals. Do you want compensation? Justice? Consulting with an experienced attorney can help you assess the strength of your case and figure out a course of action that suits your needs.

If your employer in Huntington Park denied your leave, retaliated against you, or terminated you after exercising your CFRA rights, it’s worth it to pursue legal action to protect your rights. Shirazi Law Firm, PC, represents employees who have experienced violations of California’s leave laws. Contact us today to discuss your case.