Since its inception in 2021, Steffans Legal has represented individuals across Massachusetts in claims arising under the Massachusetts Paid Family and Medical Leave Act, including advocating for employees who were terminated while on leave or who were denied their right to take leave. You can read more about the law here. Below are summaries of three new claims we are currently pursuing arising under this new law.

steffans legal represents administrative employee who was terminated while on paid family and medical leave in barnstable county

The Paid Family and Medical Leave Act requires Massachusetts employers to provide their employees with paid time off to address medical conditions. In this case, we represent an employee who was injured in a car accident and needed to take time off of work to care for her injuries. This employee applied for and was approved for leave. While on leave, her employer told her that she was ending her employment because she couldn’t leave the position un-filled. That’s a no-no under the law. This case will be filed, if it is not resolved, in Barnstable County Superior Court.

steffans legal represents laborer who was terminated for seeking paid medical leave in barnstable county to care for a family member

The Paid Family and Medical Leave Act prohibits employers from retaliating against employees who seek medical leave protected by the law. In this case, we represent an employee who sought leave to care for a sick family member, something protected by the law. The employer in this case responded to that request by immediately cutting the employee’s pay and, shortly thereafter, ending his employment. These are both unlawful under the Act if they were taken because the employee sought leave. This case will be filed, if it is not resolved, in Barnstable County Superior Court.

Steffans legal represents retail manager who was terminated after returning from leave to address medical condition in bristol county

The Paid Family and Medical Leave Act prohibits employers from discriminating against employees who take medical leave protected by the Act. In this case, we represent an employee who took leave to address a medical condition and was fired within weeks of returning from leave. The employer claims the termination was due to performance issues, something the employee contests. Given the timing, the Act presumes this termination was unlawful, a presumption the employer can overcome only if it can prove, clearly and convincingly, that the leave and termination were unrelated. This case will be filed, if it is not resolved, in Bristol County Superior Court.