Disability Discrimination & Accommodation

Understanding your rights

California law protects employees with physical and mental disabilities and medical conditions, and generally applies to employers with five or more employees. California defines disability more broadly than federal law, and its definitions are meant to be read broadly.

When an employer knows an employee needs an accommodation, California law requires it to engage in a timely, good-faith interactive process to identify effective accommodations — and to provide a reasonable accommodation unless doing so would cause undue hardship. California law also protects employees who are perceived as having a disability, or who are associated with someone who has one.

Accommodations can include

• Modified schedules
• Medical leave
• Changes to duties or equipment
• Reassignment to a vacant position
• Workplace or policy adjustments

Matters we handle

• Failure to provide a reasonable accommodation — learn more
• Failure to engage in the interactive process — learn more
• Termination after disclosing a condition or requesting help
• Being denied a return to work after medical leave
• Discrimination based on a perceived disability
• Mental health conditions, including anxiety and depression
• Harassment because of a disability

How the firm can help

1. 01

   Trace the requests

   Review what was asked for, when, and how the employer responded.

2. 02

   Build the record

   Gather the facts, the complaints made and how the employer responded.

3. 03

   Prepare for trial

   Every case is built from day one as if it will go before a jury.