Posts tagged with "disability leave"

Is it Illegal for an Employer to Terminate Someone While They Are out on Disability Leave in Connecticut?

No, it is generally not illegal for an employer to terminate and employee while they are on disability leave.  It is common to terminate someone while they are on disability and is not against the law unless the employee is under the FMLA regulations.  These regulations do not apply to every employer so the circumstances and facts of your case must be evaluated closely to determine what the proper course of action might be.  For this reason it would be beneficial to sit down with an experienced employment law attorney to educate you on your rights.

If you have any questions regarding employment law in Connecticut, please contact Joseph C. Maya, Esq. at (203) 221-3100 or e-mail him directly at JMaya@Mayalaw.com.

Is it Illegal for an Employer to Terminate Someone While They Are out on Disability Leave in Connecticut?

No, it is generally not illegal for an employer to terminate and employee while they are on disability leave.  It is common to terminate someone while they are on disability and is not against the law unless the employee is under the FMLA regulations.  These regulations do not apply to every employer so the circumstances and facts of your case must be evaluated closely to determine what the proper course of action might be.  For this reason it would be beneficial to sit down with an experienced employment law attorney to educate you on your rights.

If you have any questions regarding employment law in Connecticut, please contact Joseph C. Maya, Esq. at (203) 221-3100 or e-mail him directly at JMaya@Mayalaw.com.

Can an Employer Require an Employee to Remain on Disability Leave Due to Pregnancy in Connecticut?

An employer cannot force an employee to take leave due to pregnancy.  Rather, the employer must allow a pregnant employee to work for as long as she is able to perform her job.  In addition, if the employee took disability leave for a pregnancy-related condition but has, prior to giving birth, since recovered, the employer may not require her to remain on leave until after the baby is born or to remain on leave for a set time after she has given birth.

If you have any questions related to employment discrimination in Connecticut, please contact Joseph C. Maya, Esq. at (203) 221-3100 or e-mail him directly at JMaya@Mayalaw.com.

Can an Employer Require an Employee to Remain on Disability Leave Due to Pregnancy in Connecticut?

An employer cannot force an employee to take leave due to pregnancy.  Rather, the employer must allow a pregnant employee to work for as long as she is able to perform her job.  In addition, if the employee took disability leave for a pregnancy-related condition but has, prior to giving birth, since recovered, the employer may not require her to remain on leave until after the baby is born or to remain on leave for a set time after she has given birth.

If you have any questions related to employment discrimination in Connecticut, please contact Joseph C. Maya, Esq. at (203) 221-3100 or e-mail him directly at JMaya@Mayalaw.com.

What Must an Employer Do If an Employee Is no Longer Able to Do Her Job Due to Pregnancy in Connecticut?

An employer must treat an employee who is temporarily unable to perform her job due to pregnancy as it would any other temporarily disabled employee.  This may include, for example, modifying the employee’s job so that she can perform its essential functions or finding temporary, alternative assignments.  It may also include putting the employee on disability leave, either with or without pay, in accordance with the employer’s generally applicable disability leave policy.

If you have any questions related to employment discrimination in Connecticut, please contact Joseph C. Maya, Esq. at (203) 221-3100 or e-mail him directly at JMaya@Mayalaw.com.

What Must an Employer Do If an Employee Is no Longer Able to Do Her Job Due to Pregnancy in Connecticut?

An employer must treat an employee who is temporarily unable to perform her job due to pregnancy as it would any other temporarily disabled employee.  This may include, for example, modifying the employee’s job so that she can perform its essential functions or finding temporary, alternative assignments.  It may also include putting the employee on disability leave, either with or without pay, in accordance with the employer’s generally applicable disability leave policy.

If you have any questions related to employment discrimination in Connecticut, please contact Joseph C. Maya, Esq. at (203) 221-3100 or e-mail him directly at JMaya@Mayalaw.com.