Ex-Fiat Chrysler Worker’s Suit Revived in the Sixth Circuit

By Steve Kardell | Published March 14, 2023 | Posted in Employee Rights, Wrongful Termination | Tagged Tags: FMLA leave, FMLA Violation, reinstatement |

Last November, the Sixth Circuit revived a former Fiat Chrysler employee’s suit. The employee claimed that he was fired for taking off time from work, in order to manage his mental health conditions. He claimed that he had provided adequate notice under the FMLA, and his firing was unjust. Case background Edward Render worked in Read More

Understanding FMLA Interference Claims

By Steve Kardell | Published November 3, 2022 | Posted in Employee Rights | Tagged Tags: FMLA, FMLA Interference Claim, FMLA leave |

The Family and Medical Leave Act (FMLA) gives eligible employees the right to take 12 weeks of job-protected leave from work due to a personal or family medical need, or for the birth or adoption of a child. Employees must be notified of their rights and prevents the employer from interfering with, limiting or denying Read More

Seventh Circuit Rules Discouraging Employees from Taking Leave Violates the FMLA

By Steve Kardell | Published October 27, 2022 | Posted in Uncategorized | Tagged Tags: FMLA, FMLA leave, Seventh Circuit Court of Appeals |

Employees eligible for FMLA protections may take up to 12 weeks of unpaid leave per year. Employers and employees are also prohibited from denying, restraining or interfering with an employee attempting to exercise their FMLA rights. The Seventh Circuit Court of Appeals recently ruled that even discouraging an employee from taking leave violates the FMLA—even Read More

Are FMLA Leave Requests Also ADA Reasonable Accommodation Requests?

By Steve Kardell | Published November 10, 2016 | Posted in Employee Rights | Tagged Tags: ADA Reasonable Accommodation Request, FMLA leave |

Through the Family Medical Leave Act (FMLA), most employers in the United States are required to provide protected and unpaid leave for certain medical and family reasons, such as the birth of a child or a serious illness. Some legal experts, however, are questioning if the FMLA protections are essentially the same as those provided Read More

Is Asking Employees to Do a Small Amount of Work During FMLA Leave a Form of Interference?

By Admin | Published April 9, 2015 | Posted in Graft and Corruption | Tagged Tags: FMLA leave, hostile work environment | Leave a comment

There’s an interesting story that’s been in the news recently regarding what the limitations are for employers when their employees go on FMLA leave. The Family and Medical Leave Act allows employees who meet certain standards of eligibility to take 12 weeks of leave within a 12 month period for occasions like the birth and Read More

1 - 5 of 5

Page 1 of 1

Awards & Honors

Our Office

Dallas Office
4514 Cole Ave
#600
Dallas, Texas 75205
Phone: 214-306-8045
Fax: 469-729-9926

Testimonials

"Steve Kardell was terrific in representing me in some very adversarial discussions with Citigroup and also later represented me in my testimony before the Financial Crisis Inquiry Commission." -Richard Bowen, Citigroup Whistleblower
"Incredible knowledge of employee related concerns and equally brilliant knowledge of health care regulations, standards of practice. I would recommend this firm to anyone." -V.B.
"Reaching out to Steve Kardell was the best decision I made. His ability to provide immediate insight and direction was very powerful, and a huge relief during a very stressful time period. For anyone struggling with a whistleblower situation, I would highly recommend at least speaking with Steve. After a 10 minute call with him, I had a better understanding of what I was dealing with. Even better, he gave me some immediate hope. In the end Steve did a better job than I thought was possible. Steve was able to get in contact with people in my organization, that I didn’t have access to. Because of his years of experience, he already has contacts in many organizations in Dallas. The entire situation was handled peacefully. I was impressed by his ability to “keep the peace”–rather than creating a battle with the organization. The reason I didn’t reach out to a lawyer initially, was because I thought it would mean an immediate end to any hope of a positive relationship with the company. Steve was able to address my concerns, and in the end I was able to continue to work for them." -KS
"Never thought my career would end like it did after 30 years of service. I was part of the first round of the so called reduction of force. I asked myself how can I be part of this with 30 years of seniority. How did they pick these 90 plus employees? Now, the culture of this organization made you question every decision they made. It wasn’t what you knew it’s was a culture of who you know. Nonetheless, I did not accept their severance package. I immediately starting looking for an attorney who would take on my case. After the initial call to Steve I had hope again. He was open and honest about everything and reassured me he would do his best for me, and he did. I had an awesome outcome. Thanks Steve you’re the best." -S.S.