Disability Medical Leave

California law requires most employers to reasonably accommodate disabled employees, including by granting a finite leave of absence where medically appropriate. Under many circumstances, a leave of absence provided as an accommodation for a disability may exceed the 12-weeks of leave provided by the FMLA and its state law counterpart, the CFRA, so long as doing so does not impose an undue hardship on the employer. Employees may also be entitled to a reduced schedule, intermittent time-off, and transfer to a comparable position. Moreover, where an employee requests or takes a leave of absence for a disability, the employer may not retaliate against the employee for doing so.

The laws governing treatment of disabled employees are complex and ever-changing. Navigating the legal landscape in this area requires an exhaustive understanding of overlapping and conflicting state and federal laws. If you believe you’ve been treated poorly due to a disability, you believe your employer has unlawfully denied you disability leave, or you just need help navigating the complicated process of obtaining medical leave or other accommodations for a disability, you need employment law specialists on your side.

Sarnoff + Sarnoff is committed to advancing employee rights and bringing to justice any employer that engages in, encourages, or fails to prevent discrimination, harassment, or retaliation in the workplace, or that denies employees their legal rights. Give us a call at (415) 788-0888, email us at info@sarnofflaw.com, or complete our online contact form to find out whether your rights have been violated and if we can help.

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