Refusal to Hire · Failure to Accommodate · Medical Leave Retaliation
The Americans with Disabilities Act (ADA) established clear rights for workers with impairments and medical needs. California's Fair Employment and Housing Act (FEHA) provided additional protections. Nonetheless, workers with disabilities still face many obstacles and discrimination in hiring, in the workplace, and in employment termination.
Were you written off as a job candidate because of disabilities?
- Were you denied FMLA medical leave because your short-term disability claim was denied?
Were you fired or sanctioned upon return from leave?
Were you fired because of a perceived disability?
Has your employer refused adjustments necessary to performing your job?
- Were you terminated after requesting accommodation?
Some employers are hostile to employees with impairments or medical conditions. Other employers are simply ignorant of the laws and their obligations. At Bryant Whitten, LLP, we are committed to enforcing your rights and holding companies accountable for willful disability discrimination.
Our Fresno firm handles disability discrimination in the Central Valley, the Bay Area and Northern California. Contact us today for a confidential consultation.
Sacramento Disabled Employee Rights Attorneys
The ADA was enacted in 1990 to ensure that people were not excluded in hiring or treated unfairly in the workplace on the basis of a disability. The ADA, the Family and Medical Leave Act (FMLA) and corresponding California laws also require that employers make reasonable accommodations for disabled workers.
Common Errors and Violations of Disability Laws
- Denial of leave — Taking medical leave to get treatment or recuperate from a health condition is separate from short-term disability insurance, but employers commonly connect the dots improperly. Your employer cannot deny medical leave just because you are turned down by an insurance company for disability benefits.
- Demands for information — Employers cannot pry into your personal life or personal data. The only justification you need to provide for taking medical leave is that you have a disabling medical condition that prevents you from working, and perhaps a corroborating note from your physician. Employers are not entitled to the details of your malady or your medical records.
- Failure to accommodate — Employers are required to make reasonable accommodations that allow you to perform your job. This could be special equipment or ergonomic aides, special hours or reduced hours, or adapting of job expectations.
Proven Advocates for Employee Rights
If you think you were treated unfairly because of your disability, or if an employer has refused to grant leave or make accommodations, our skilled lawyers are ready to go to bat for you. We have obtained verdicts and settlements in a wide range of employment discrimination cases, including adverse treatment of people with disabling conditions.
Offices: Fresno · Sacramento · Oakland · San Francisco
Contact our Fresno disability discrimination attorneys for an explanation of your rights and a free evaluation of your claim. We are here to assert your civil rights and hold your employer accountable.