Los Angeles ADA Compliance Attorneys
Helping Employees with Disabilities Hold Employers Accountable
At Hennig Kramer Ruiz & Singh, LLP, our employment litigation attorneys believe people should be valued for their abilities on the job, not held back for their disabilities. The federal Americans with Disabilities Act (ADA) of 1990 and the California Fair Employment and Housing Act agree.
Under current law, it is illegal for an employer to take adverse action against a worker with a disability due to the disability. In addition, under specific circumstances, employers are required to make reasonable accommodations for the disability.
If you believe your employer is in violation of federal or state law for discriminating against you because of a disability, reach out to Hennig Kramer Ruiz & Singh, LLP online or call us today at (213) 292-5444.
Disability Discrimination Is Illegal
Disability at work in Los Angeles encompasses a broader spectrum of medical conditions than we traditionally think of when we think of disabilities. Under California law, a disability includes any medical condition that impairs a major life activity, including the ability of an employee to work. Disabilities take many forms, from physical impairments to psychiatric conditions – any of which may be the subject of an employer’s discrimination against you. Should you experience discrimination at work for a disability, reach out to our disability and ADA compliance attorneys in Los Angeles for help.
Under California law, an employer that becomes aware of an employee’s disability has a duty to provide a “reasonable accommodation” to the employee if the disability impacts the employee’s ability to do his or her job. Employees who have disabilities that impact their ability to do their job may contact their supervisor or human resource department to both inform their employer of the disability and to request a reasonable accommodation.
As part of the process of providing a reasonable accommodation, an employer must engage in an “interactive process” to discuss potential accommodations with the employee. This process involves the employer discussing with the employee what is needed for the employee to perform the essential functions of the job. All too often employers fail to either discuss accommodation or offer a reasonable accommodation and instead choose to terminate employees who require accommodations.
Steps You Should Take
If you believe that you are or have been subjected to disability discrimination, you should document the discrimination and follow your employer’s internal policies or procedures for making a complaint. Additionally, if you believe that you have a disability or medical condition that requires a reasonable accommodation, you should explain the need for accommodation to your employer and request a discussion of specific accommodations.
A record of this treatment and documentation of complaints are key evidence in any claim for discrimination. If you believe that you may have been subjected to disability discrimination, contact Hennig Kramer Ruiz & Singh, LLP for a free consultation with one of our disability and ADA compliance attorneys in Los Angeles.
Kamali V. State Of California, Department Of Transportation
In a single-plaintiff disability failure to accommodate/discrimination claim, our firm obtained a judgment of $1.8 million in 2012 against the State of California’s Department of Transportation (Caltrans) after an employee’s accommodations were repeatedly denied.
Contact Us to Schedule a Free Consultation With Our Office
Visit our Do I Have A Case? page to answer a few questions relating to your circumstances and contact Hennig Kramer Ruiz & Singh, LLP online or by calling (213) 292-5444 to schedule a free consultation with a lawyer who can help.
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