Minneapolis Maternity Leave and Parenting Leave Rights Lawyers
As parents, we understand the importance of spending time with a new child, and we have developed a sub-focus in protecting employees’ rights to maternity and parenting leave.
Under the Family and Medical Leave Act (“FMLA”), employees are entitled to up to 12 weeks of job-protected leave to care for a new child (birth, adoption, or foster care) if they (1) worked for their employer for at least 12 months, (2) worked at least 1,250 hours during the 12 months preceding the start of the leave, and (3) worked for an employer with 50 or more employees.
Employees who don’t qualify for FMLA leave may qualify for 12 weeks of job-protected maternity or parenting leave under the Minnesota Parenting Leave Act (“MPLA”). The MPLA also entitles some employees to job-protected leave to attend school conferences and activities; use sick leave benefits to care for a close relative; and a reasonable accommodation for a pregnancy, which may include job-protected leave.
For mothers who breastfeed their infants, the Minnesota Nursing Mothers Law (which is part of the Women’s Economic Security Act, or “WESA”) requires employers to provide reasonable break time each day to employees who need to express milk, and make reasonable efforts to provide a room where the employee can express her milk in privacy.
The FMLA, MPLA, and WESA all protect employees against discrimination and retaliation for exercising their rights under these laws.
We take most cases on a contingent fee basis, which means you owe us nothing unless we are able to recover money for you.
Our client explained to her future employer at her job interview that she would need to take breaks during the day to express milk for her infant son, and the owner of the company said he would comply with her request.
When she started the job, however, the owner did a complete about-face, as he frequently complained about her need to express milk, failed to make a private room available to her to express milk, and fired her after she complained about him denying her rights the law entitled her to.
We sued our client’s former employer under the Minnesota Nursing Mothers Law, and it did the right thing and settled for a confidential amount that represents a full monetary vindication of her rights.
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