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April 17, 2017 | I Work for a Small Company. Am I Still Protected Under the Pregnancy Discrimination Act?

Your company must be very small to qualify for a total exemption from the major provisions of the federal Pregnancy Discrimination Act (PDA). The law applies to all employers that have the equivalent of 15 full-time employees on payroll. According to the Equal Employment Opportunity Commission, “all employers” includes private companies, government agencies, nonprofit organizations,

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August 4, 2016 | AM I ELIGIBLE FOR FMLA LEAVE IN OHIO?

Do you have a disability or a serious medical condition?  The Columbus FMLA Lawyers at The Friedmann Firm are very familiar with the Family Medical Leave Act and what it means for employees.  The Family Medical Leave Act (“FMLA”) provides up to 12 weeks of unpaid, job-protected leave a year.  FMLA leave is available to

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August 4, 2016 | DIFFERENCES BETWEEN INTERMITTENT AND CONTINUOUS FMLA LEAVE

Now that our Columbus FMLA lawyers have posted helpful information and resources to help determine whether you are eligible for FMLA leave in Ohio, lets discuss the difference between intermittent FMLA leave and continuous FMLA leave. There is also a third type of leave available to you- reduced schedule FMLA leave.  As an Ohio Employment

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August 4, 2016 | WHAT IF I USE ALL OF MY OHIO FMLA LEAVE?

You can find out more about whether you are eligible for FMLA leave in Ohio here- http://www.thefriedmannfirm.com/am-i-eligible-for-fmla-leave-in-ohio/. Once you are familiar with the eligibility requirements for FMLA, our Columbus Employment lawyers can help you decide what to do if you have exhuasted all 12 weeks of your FMLA leave.  For FAQ’s about FMLA leave, visit our

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August 4, 2016 | OHIO FMLA LAW: SERIOUS MEDICAL CONDITIONS

Our Columbus FMLA lawyers can help you determine if you are eligible for FMLA leave in Ohio.  If you are wondering if you are eligible for FMLA in Ohio, click here – FMLA. Our Columbus Employment Lawyers will now address what is considered a “serious medical condition” under the FMLA. The Department of Labor says, “serious health

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