Steffans Legal Agrees to Represent Salesman in MA PFML Bonding Leave Claim

Steffans Legal has agreed to represent a salesman based in Boston, Massachusetts who was recently terminated from his position shortly after returning from protected bonding leave for the birth of a child. In this case, our client returned from bonding leave under Massachusetts Paid Family and Medical Leave (MA PFML) only to notice that it seemed his employer was allocating him fewer sales leads. Our client grew suspicious and confirmed that he was receiving fewer leads than his co-workers. Our client brought this discrepancy to his manager’s attention only for him to feign ignorance. Shortly thereafter, the employer terminated our client for, you guessed it, poor sales performance. This appears to fall squarely in the category of an employer who wants to fire someone and is told (or thinks) they need to create a reason first because the termination looks suspicious on its face (as it came on the heels of protected leave).

Can my Massachusetts employer retaliate against me for using MA PFML for the birth of a child?

As we have discussed before, the MA PFML provides covered Massachusetts employees up to 12 weeks of leave to bond with a new child in the family. The MA PFML prohibits employers from retaliating against and/or terminating employees for using leave protected by the MA PFML.

We look forward to working with this new dad to vindicate his rights.