Before FMLA many people lost their jobs due to illness.
Three years after the ADA was enacted along came the FMLA. The intent of FMLA was to find a balance, or at least some common ground, between the legitimate interests of employers at the same time reducing the risk of employment discrimination on the basis of sex by allowing unpaid leave for employee’s own medical reasons, for the birth, adoption, or foster care placement of a child, and for the care of a child, spouse, or parent with a serious health condition. This video reviews employee protections under the FMLA.
Agenda
Faculty
Louisa Johnson
Seyfarth Shaw
- Partner in the Atlanta office of Seyfarth Shaw
- Practice focuses on defending litigation and agency investigations as well as counseling and advising employers across a wide array of industries with respect to wage-hour, leave, and discrimination laws
- Conducts regular seminars and workshops on numerous issues concerning leave laws and wage-hour laws
- Written a number of articles on wage-hour and leave law issues
- Member of the ABA and Georgia Bar, L&E Section
- Listed as Up & Coming in Labor & Employment by Chambers USA and as a Rising Star by Georgia Super Lawyers
- J.D. degree, University of Virginia; B.A. degree, with honors, University of Virginia
- Can be contacted at 404-888-1023 or [email protected]
Salomon Laguerre
Seyfarth Shaw
- Associate in the Atlanta office of Seyfarth Shaw
- Represents and counsels employers on a wide range of employment related issues, including discrimination, leave, wage and hour, and restrictive covenants
- Conducts regular seminars on issues concerning employee leave under the FMLA and the ADA
- Written several articles on discrimination and leave issues
- J.D. degree, magna cum laude, Florida State University; B.A. degree, cum laude, University of South Florida
- Can be contacted at 404-881-5439 or [email protected]
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