California law requires employers to make reasonable accommodations for employees with disabilities so they can perform the essential functions of their jobs. Unfortunately, many employers fail to meet this obligation, leaving employees uncertain about their rights.
The Fair Employment and Housing Act (FEHA) provides expansive protections for workers with disabilities. Unlike federal law, FEHA covers a broader range of impairments and applies to many smaller employers. Together with the ADA, these laws ensure equal access to employment opportunities.
Reasonable accommodations can take many forms, including assistive technology, modified workspaces, altered job duties, or flexible scheduling. The key requirement is that the accommodation allows the employee to continue working without creating an undue hardship for the employer.
Employees should begin by consulting their doctor to identify necessary accommodations and obtaining written documentation. Accommodation requests should always be submitted in writing to the employer to create a clear record of the request and the employer’s response.
When employers deny accommodations without justification or retaliate against employees for asserting their rights, legal action may be necessary. An experienced California employment lawyer can help employees navigate the process and protect their workplace rights.
California law requires employers to make reasonable accommodations for employees with disabilities so they can perform the essential functions of their jobs. Unfortunately, many employers fail to meet this obligation, leaving employees uncertain about their rights.
The Fair Employment and Housing Act (FEHA) provides expansive protections for workers with disabilities. Unlike federal law, FEHA covers a broader range of impairments and applies to many smaller employers. Together with the ADA, these laws ensure equal access to employment opportunities.
Reasonable accommodations can take many forms, including assistive technology, modified workspaces, altered job duties, or flexible scheduling. The key requirement is that the accommodation allows the employee to continue working without creating an undue hardship for the employer.
Employees should begin by consulting their doctor to identify necessary accommodations and obtaining written documentation. Accommodation requests should always be submitted in writing to the employer to create a clear record of the request and the employer’s response.
When employers deny accommodations without justification or retaliate against employees for asserting their rights, legal action may be necessary. An experienced California employment lawyer can help employees navigate the process and protect their workplace rights.
California law requires employers to make reasonable accommodations for employees with disabilities so they can perform the essential functions of their jobs. Unfortunately, many employers fail to meet this obligation, leaving employees uncertain about their rights.
The Fair Employment and Housing Act (FEHA) provides expansive protections for workers with disabilities. Unlike federal law, FEHA covers a broader range of impairments and applies to many smaller employers. Together with the ADA, these laws ensure equal access to employment opportunities.
Reasonable accommodations can take many forms, including assistive technology, modified workspaces, altered job duties, or flexible scheduling. The key requirement is that the accommodation allows the employee to continue working without creating an undue hardship for the employer.
Employees should begin by consulting their doctor to identify necessary accommodations and obtaining written documentation. Accommodation requests should always be submitted in writing to the employer to create a clear record of the request and the employer’s response.
When employers deny accommodations without justification or retaliate against employees for asserting their rights, legal action may be necessary. An experienced California employment lawyer can help employees navigate the process and protect their workplace rights.
