Date: 07-13-2023

Case Style:

Jennifer Pardi-McCarthy v. Professional Disability Associates, LLC, et al.

Case Number: 2:22-cv-00190

Judge: Nancy Torresen

Court: United States District Court for the District of Maine (Cumberland County)

Plaintiff's Attorney:

Defendant's Attorney: Christopher M. Pardo and Elizabeth Louella Sherwood

Description: Portland, Maine employment law lawyers represented Plaintiff who sued Defendant on a Family and Medical Leave Act violation theory.

The Family and Medical Leave Act (FMLA) is a federal law that entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons. The FMLA was signed into law by President Bill Clinton on February 5, 1993.

Eligible employees are entitled to:

12 workweeks of leave in a 12-month period for:
Birth and care of the newborn child of an employee;
Placement with the employee of a child for adoption or foster care;
To care for an immediate family member (spouse, child, or parent) with a serious health condition; or
To take medical leave when the employee is unable to work because of a serious health condition.
26 work weeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness if the eligible employee is the servicemember's spouse, son, daughter, parent, or next of kin (military caregiver leave).

Covered employers are:

All public agencies, including state and local governments.
Private-sector employers with 50 or more employees who work for at least 20 weeks in a calendar year.

To be eligible for FMLA leave, an employee must:

Have been employed by the employer for at least 12 months.
Have worked at least 1,250 hours during the 12-month period immediately preceding the leave.

The FMLA does not require employers to pay employees for their FMLA leave. However, employers are required to continue health insurance coverage for employees on FMLA leave, as if they were still working.

The FMLA is a valuable benefit for employees who need to take time off for family or medical reasons. It helps to ensure that employees can balance their work and family responsibilities without fear of losing their jobs.

If you are an employee who needs to take FMLA leave, you should talk to your employer about your eligibility and how to request leave. You can also find more information about the FMLA on the U.S. Department of Labor website.

Outcome: STIPULATION of Dismissal with Prejudice by JENNIFER PARDI-MCCARTHY. (NEUMANN, STACEY) (Entered: 07/13/2023)

Plaintiff's Experts:

Defendant's Experts:

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