Family & Medical Leaves

Get the Family and Medical Leave Time You Deserve

The California Family Rights Act (CFRA) and the federal Family and Medical Leave Act (FMLA) require many employers to grant unpaid leave to an employee after the birth of a child, the arrival of an adopted child, to care for a sick relative or when the employee is ill. These laws apply to private and public employers with 50 or more employees. Any employer covered under state or federal law must grant unpaid leave of up to 12 weeks annually to eligible employees in these situations.

Some employers refuse to grant this leave. Others find ways to penalize the employee, such as reassignment to less desirable job responsibilities after the employee returns to work. These can be violations of the law. If you have suffered discrimination of this type, you may be entitled to compensation for your financial losses. And by taking action, you can help stop violations of these laws.

Tower Legal Group is an experienced employment law firm that deals in California Family Rights, Family and Medical Leave violations. Call us today so we can get started fighting for your Leave rights.


Contact Us Today for a Free Consultation

 Use Our Secure Contact Form Online Now


How Does the Family & Medical Leave Act Apply to You?

California and federal law regarding family and medical leave time is complex.  If you believe that you have been unfairly denied leave time, we may be able to obtain compensation and justice for you. Our firm has practiced employment law and Family & Medical Leave violations in the greater Sacramento Area for many years. Our Family and Medical Leave attorneys understand the complexities of employment law and how to use the legal system to get results for our clients. In taking your case, we will carefully document your claim and pursue it through all appropriate legal venues.


Under the FEHA, ‘reasonable accommodation’ means a modification or adjustment to the workplace that enables the employee to perform the essential functions of the job held or desired.  Reasonable accommodations can permit the employee to continue working and performing the Essential Functions, instead of requiring a medical leave of absence.  Reasonable Accommodations can also be temporary light duty assignments, or granting medical leave of absence, to allow the employee to recover sufficiently to return to work.




  • Compassionate Counsel and Experienced, Aggressive Representation
  • Long history of success defending Employees Rights
  • Well-versed in all California Employment Laws
  • Seasoned Employment Law Trial Lawyers
  • Serving clients throughout the Greater Sacramento area
  • Cases handled on a Contingency Fee Basis


“No Fees Until We WIN For You”

In order to make our services available to everyone, we handle your case on a Contingency Fee Basis. This means that we are only paid when we recover money for you. Through this arrangement you can obtain legal assistance even if you are unable to pay attorney’s fees. Our law firm advances expenses to pay for expert witnesses, court costs and other necessary fees. These expenses are reimbursed to the firm when we win a favorable verdict or settle your case.


For a Free Case Evaluation

 Use Our Secure Contact Form (see below)