Were You Mistreated Based On A Disability Or Illness?
People with disabilities are protected from employment discrimination by California and federal law. The California Fair Employment and Housing Act (FEHA) and the Americans with Disabilities Act (ADA) protect employment opportunities for individuals with disabilities, requiring employers to make reasonable accommodations to enable disabled individuals to perform the essential functions of their jobs. These laws, however, do not guarantee jobs for disabled individuals or protect them if they cannot perform the essential functions of their jobs. If you were terminated or otherwise discriminated against by an employer because of your disability or illness, contact our employment law attorneys at Caskey & Holzman. We will fight to help you obtain the compensation you deserve and to hold the employer accountable for breaking the law.
Often, people with serious medical conditions are victims of disability discrimination. We have helped many clients who were “let go” after informing their employers they had an illness that would require frequent doctor appointments or an extended medical leave. If you have any of the following health conditions and believe you were discriminated against by your employer as a result, we can help you:
- Heart disease
- HIV/AIDS
- Hepatitis
- Epilepsy
- Deafness and hearing impairments
- Seizure disorder
- Clinical depression
- Terminal illness
- Carpal tunnel syndrome
- Asthma
- Crohn’s disease
- Irritable bowel syndrome
- Chronic fatigue syndrome
- Bipolar disorder
- Anxiety disorder
- Diabetes
- Multiple sclerosis
- Stroke and related health impairments
- Speech impairment
- Any other medical condition that limits your ability to participate in a major life activity, such as working or caring for yourself
We Serve Clients Throughout California
If you have a disability, your employer is required to make reasonable accommodations for your disability to enable you to perform the essential functions of your job, unless doing so would create an “undue hardship” for the employer’s operations. This means employers have an affirmative duty to accommodate the needs of disabled workers. In some cases, a single instance of a failure to accommodate may constitute a violation of law. Although what is reasonable is determined on a case-by-case basis, requiring an individualized assessment of the worker’s needs, the following are examples of possible accommodations:
- Offering a leave of absence
- Making facilities accessible to and usable by the disabled
- Job restructuring
- Offering part-time or modified work schedules
- Reassigning to a vacant position
- Acquiring or modifying equipment or devices
- Adjusting or modifying examinations, training materials or policies
- Providing qualified readers or interpreters
- Other accommodations that will permit the employee to perform the essential functions of his or her job
If you suspect you were a victim of disability discrimination, you’re probably right. Call Caskey & Holzman at 323-391-3984 or toll-free at 800-403-7096, or contact us online to arrange a free case evaluation with our knowledgeable Calabasas disability discrimination lawyers. We accept most cases on a contingency fee basis.