MENTAL + PHYSICAL DISABILITIES + FMLA/CFRA

In today’s fast-paced job market, there is increasing incentive for employers to discriminate against sick and disabled employees to maximize the bottom line. However, the law protects many employees from discrimination, harassment, and retaliation based on actual or perceived mental or physical disabilities and certain medical and serious health conditions.

Most California employers must make an effort to accommodate disabled employees where doing so does not pose an undue hardship on the company. This can include job restructuring, a modified work schedule, reassignment to a vacant position, acquiring or modifying equipment or devices, providing additional training. permitting an employee to work from home, or providing leave for treatment and recovery, to name just a few. Some employers may also need to give qualified employees time-off from work for their own, their children’s, or their close family members’ serious health conditions.

The laws governing treatment of disabled employees and those suffering from serious health conditions 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 or serious health condition, you believe your employer has unlawfully denied you a leave, reduced schedule, or other time-off, or you just need help navigating the complicated process of obtaining protected time-off from your employer, 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. 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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