Category: ADA / FEHA Disability Rights
Workplace Disability in California Is Defined Very Broadly
The California FEHA (Fair Employment and Housing Act) protections against disability discrimination at workplace are quite broad and independent of those under the ADA. The California legislature has stated its intent that “physical disability” be construed, so that employees are protected from discrimination due to actual or perceived physical impairment that is disabling, potentially disabling, Read More …
Does Your Employer Have To Extend Your Medical Leave
One of the most commonly litigated issues in California in the context of disability and medical leave laws at workplace is whether an employer, who previously provided one or more medical or disability leaves to an employee, has an obligation to extend leave further. If you are a worker who is facting this type of Read More …
Should You Disclose Your Disability In Your Job Application?
https://youtu.be/dBhpccCCVpI
One Strategic Mistake To Avoid In Mental Disability Discrimination Cases
https://youtu.be/LEop67lBZ80
What “Permanent and Stationary” Means Under ADA and California FEHA
https://youtu.be/lalahPPBKww
Proving Disability Discrimination Doesn’t Require Proving Ill Will Toward The Employee
In many disability discrimination cases, employers defend their case by claiming that there is no evidence that they had any ill will toward the plaintiff-employee because of his disability, i.e. they never said anything negative about his disability, and didn’t do anything else that would suggest that they on purpose wanted to harm that employee Read More …
What Are “Reasonable” Accommodations For Employees With Disabilities (Video)
The term “reasonable” accommodation is a subject of frequent disputes and claims because it’s inherently vague. No bright line exists that would precisely guide employers and employees on how to determine which accommodations are considered reasonable. Further, when it comes to reasonable accommodations – the extent of the employees’ rights v employers’ obligations very much Read More …