CLARITY & COMPLIANCE FOR FMLA ADMINISTRATION
FMLA entitles eligible employees to up to 12 weeks of unpaid, job-protected leave per year for medical or family reasons. While employment law may appear straightforward, applying it correctly requires a deep understanding of eligibility rules, documentation requirements, intermittent leave protocols, and reinstatement rights.
Gregory J. Vincent Law helps Ohio employers implement leave policies that meet all federal requirements while maintaining operational consistency and minimizing legal risk. We also defend employers when FMLA-related claims arise, whether due to denied leave, termination, or allegations of policy misapplication.
Dr. Gregory J. Vincent – Trusted FMLA Advisor
Dr. Gregory J. Vincent is a former Ohio Assistant Attorney General and national leader in employment law, education policy, and civil rights. He has helped employers across the public and private sectors build legally sound leave policies and navigate employee absences and reinstatement rights disputes.
Dr. Vincent’s strength lies in translating complex federal regulations into actionable practices for real-world HR teams and leadership. His experience includes guiding employers through FMLA audits, resolving administrative disputes, and defending against claims before state and federal agencies.
- Former Ohio Assistant Attorney General
- Senior Counsel on Employment Law and Employee Leave Issues
- University Executive Focused on HR Policy & Faculty Compliance
- Legal Advisor on Civil Rights and Workforce Accommodations
- 2017 Champion of Change Award
- Kentucky Colonel, bestowed by the Governor of Kentucky
- 2023 Dr. Theodore Judson Jemison President’s Award
Whether you need help interpreting FMLA requirements or responding to a leave-related claim, Dr. Vincent delivers knowledgeable and practical legal solutions.
FMLA Compliance & Employment Leave Services
Gregory J. Vincent Law offers comprehensive legal support to ensure your business meets all FMLA obligations and is equipped to handle leave-related issues with clarity and confidence.
FMLA Policy Drafting & Review
We help create and update leave policies that align with federal FMLA rules and your internal procedures. This includes rules on eligibility, notice requirements, intermittent leave, benefit continuation, and job restoration.
HR Staff Training on Leave Protocols
We train supervisors and HR professionals to handle FMLA requests lawfully, track leave correctly, respond to health certification issues, and communicate with employees in a compliant and respectful manner.
Leave Tracking & FMLA Documentation
We help implement reliable systems to track leave usage and collect proper documentation, such as medical certifications and employee notices. Accurate records help prevent abuse and strengthen your defense in case of litigation.
Interference & FMLA Retaliation Defense
If an employee alleges that they were wrongfully denied leave or punished for using FMLA time, we provide strong legal representation. We respond to EEOC, DOL, and OCRC complaints and defend your business in court when necessary.
Return-to-Work Issues
We help ensure that leave-related disciplinary actions or role adjustments are properly justified and legally defensible. We advise on reinstatement rules and potential exceptions based on business necessity or legitimate changes.
FMLA Audits & Risk Mitigation
We conduct internal audits of your leave policies and practices to uncover potential issues before they lead to legal action. Our audits help identify compliance gaps and recommend solutions to improve your risk posture.
FMLA Consistency Protects Your Business
Proactively managing FMLA leave is critical to reducing liability and ensuring fair, consistent treatment of employees. Without proper documentation and policy enforcement, even valid requests can create risk. Gregory J. Vincent Law helps employers implement compliant FMLA policies, train staff on proper leave administration, and maintain clear records to support decisions, empowering you to handle leave issues confidently while protecting employee rights and minimizing legal exposure.
Get in TouchFREQUENTLY ASKED FMLA & EMPLOYEE LEAVE QUESTIONS
What Laws Apply to FMLA & Ohio Employment Leave?
- Family and Medical Leave Act (FMLA) (1993) – Entitles eligible employees of covered employers to take up to 12 weeks of unpaid, job-protected leave per year for specified family and medical reasons, including personal illness, the birth or adoption of a child, or caring for a seriously ill family member. Employers must maintain health benefits and restore employees to their original or equivalent positions upon return.
- Ohio Revised Code (ORC) § 124.38– Outlines leave rights and protections for public employees in Ohio, including sick leave accrual, parental leave, and job restoration requirements. Employers must follow both state and federal guidelines when administering employee leave to ensure compliance and avoid liability.
What Are the FMLA Requirements in Ohio?
Employers with 50 or more employees within 75 miles must comply with FMLA rules. Employees are eligible if they’ve worked for at least 12 months and logged 1,250 hours in the previous year. Covered leave includes serious health conditions, caregiving, childbirth, and military-related events.
Can Employers Deny FMLA Requests?
Only if the employee is not eligible or if the reason for leave does not qualify under FMLA. However, any denial must be well-documented and consistent with company policy. Consult legal counsel before denying leave to reduce the risk of claims.
What Are Common FMLA Compliance Mistakes?
Mistakes include failing to notify employees of their rights, not tracking intermittent leave properly, requiring unauthorized medical information, and disciplining employees who used protected leave. These missteps can result in interference or retaliation claims.