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Who Can Request Reasonable Accommodations In Los Angeles?

Disability Discrimination And Benefits In California Workplaces

Employers are prohibited from discriminating against disabled workers. An employer with five or more employees is obligated to do their best to establish a "reasonable accommodation" that will allow workers to continue working in the event of disability or severe sickness.

The employee may be able to file a lawsuit for disability discrimination and wrongful termination in California if the employer fails to make an attempt to keep the employee or fires the employee without cause.

California reasonable accommodations

The range of potential accommodations is almost infinite, and each person's circumstances are unique. But a few typical appropriate modifications are as follows:

  • Extension of medical leave, even though the employee has exhausted their FMLA leave or is otherwise ineligible for it or CFRA.

  • Equipment modifications, such as voice recognition software or ergonomic workstations

  • Modified duties

  • Work from home, flexible schedules, or both

  • Granting leave for medical appointments

  • Distributing materials in large print or braille

  • Improving accessibility by rearranging the workplace's design

  • Reassigning an employee to an available alternative position

If your doctor can write a note outlining the modification you require, that would be helpful. If this is not feasible, you may still ask your boss or human resources for a reasonable accommodation.

If you've been denied or discriminated against, contact a prescreened Los Angeles disability discrimination lawyer ASAP. They can advise and represent you in your California labor law claims.

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Possible Limitations To Requesting Reasonable Accommodations In California

It is not always easy or conceivable to provide accommodations for all conditions. For example, if there is no way to accommodate an employee and there is no chance for rehabilitation following a medical absence, the employer may have a valid reason to fire them. Additionally, if the business cannot afford a pricey accommodation, it may not be compelled to make one.

A large international company undoubtedly has more resources than a little neighborhood store. The distinction between what accommodations are appropriate and what are not, however, is not a clear-cut one.

Furthermore, the law may not consider some medical issues, such as a common cold, a bruised arm, or everyday stress and despair, to qualify as "disabilities." However, if your employer rejects your request for accommodations or decides to fire you instead, you should speak with an employment lawyer right once.

Anyone with a disability that prevents them from working must inform an employer of the condition and ask for an accommodation. Often, an employer will reply by participating in the interactive process. An employee may file a lawsuit for handicap discrimination and wrongful termination if an employer refuses to address their concerns or fires them.

Do I Meet The Requirements For An FMLA Or CFRA Medical Leave Of Absence In California?

Your employment situation, your relationship with the sick or wounded individual, and the nature of the health issue all play a role in determining whether or not you are eligible for job-protected medical leave.

First, an employee in California must at the very least fulfill the following requirements to be eligible for medical leave:

  • They've been employed by their employer for at least a year

  • In the 12 months before departure, they put in at least 1,250 hours

  • At least 5 people are working for their employer

Employees in California may request medical leave to provide care for:

Their own severe medical condition

  • A spouse, a domestic partner, or both

  • Parents

  • Children

  • Grandparents

  • Grandkids

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The following health issues qualify for medical leave:

  • Visiting hours in a hospital or other medical facility overnight

  • Multiple medical procedures requiring a three-day minimum leave of absence from work

  • A sickness, injury, or disability that necessitates recurrent medical visits

  • A chronic illness that has persisted for a long time and needs medical attention

  • Childbirth (12 weeks of leave can be taken in addition to 4 months under the Pregnancy Disability Leave Law)

  • Take care of a newborn infant or a kid that just got adopted

  • Specific unique circumstances involving the active U.S. military, such as injury while on service or military caregiver leave

Your employer may be compelled to provide you with leave as a reasonable accommodation for an underlying impairment, even if you do not qualify for medical leave under legislation like the FMLA or CFRA.

If you're facing related problems at work, consider getting a referral to a California Employment Attorney. You'll need someone who knows the law and can help you assert your employment rights in California.

Can My Boss Fire Me For Filing Or Requesting Reasonable Accommodations?

No. Employees cannot be fired by their employer for requesting or taking a medical leave of absence to care for themselves or a close relative.

Additionally, the employer covers medical leave taken per the FMLA or the comparable CFRA law in California. This means that an employee who needs to take a medical leave of absence can return to their previous job position or one that is at least as good.

Employers (the ones with at least five employees) are required to determine whether they can grant you extended leave as a reasonable accommodation, even if you do not qualify for medical leave due to factors such as working less than a year at your job, being part-time, or another reason.

Several variables, such as the nature of your work, the size and resources of the firm, your health, and the amount of time you have already accrued, will determine whether an employer must provide you an extended leave.

Contact a Los Angeles Wrongful Termination Lawyer to help you if you've been unlawfully fired. An attorney knows their way around the law and could help you build a solid claim.

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