California Employment Attorneys / Failure to Provide Reasonable Accommodations
Failure to Provide Reasonable Accommodations

Failure to Provide Reasonable Accommodations

With Offices in Rancho Cucamonga and Santa Barbara

No one deserves to feel like they don’t have a place in their workplace. Unfortunately, if you have come to this page, you are likely feeling that right now. Our California failure to provide reasonable accommodations lawyers can help.

Failure to Provide Reasonable Accommodations

Failure to Provide Reasonable Accommodation

No one deserves to feel like they don’t have a place in their workplace. Unfortunately, if you have come to this page, you are likely feeling that right now. Our California failure to provide reasonable accommodation lawyers can help.

Failure to Provide Reasonable Accommodations

Failure to Provide Reasonable Accommodation

No one deserves to feel like they don’t have a place in their workplace. Unfortunately, if you have come to this page, you are likely feeling that right now. Our California failure to provide reasonable accommodation lawyers can help.

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Get Faster Results

Get Better Results

Enjoy The Rest Of Your Life

Get Faster Results

Get Better Results

Enjoy The Rest Of Your Life

“Dave Myers is an outstanding litigator in employment-related matters. Dave Myers handled each case with remarkable skills, knowledge and professionalism. Dave consistently achieves impressive results for his clients, and is always a pleasure to work with.”

“David Myers is an exceptional advocate and a real expert in the areas of employment and labor law. Because of his skill and dedication, has obtained substantial verdicts on behalf of employees who have been discriminated against in the workplace. He conducts himself with the highest ethics and level of professionalism.”

“Refreshingly humble, David simply gets great results for his clients. I have dealt with him on Family Law, Personal Injury and Employment Law matters. He is as good as it gets at all three practice areas.”

“Dave Myers is an outstanding litigator in employment-related matters. Dave Myers handled each case with remarkable skills, knowledge and professionalism. Dave consistently achieves impressive results for his clients, and is always a pleasure to work with.”

“David Myers is an exceptional advocate and a real expert in the areas of employment and labor law. Because of his skill and dedication, has obtained substantial verdicts on behalf of employees who have been discriminated against in the workplace. He conducts himself with the highest ethics and level of professionalism.”

“Refreshingly humble, David simply gets great results for his clients. I have dealt with him on Family Law, Personal Injury and Employment Law matters. He is as good as it gets at all three practice areas.”

“Dave Myers is an outstanding litigator in employment-related matters. Dave Myers handled each case with remarkable skills, knowledge and professionalism. Dave consistently achieves impressive results for his clients, and is always a pleasure to work with.”

“David Myers is an exceptional advocate and a real expert in the areas of employment and labor law. Because of his skill and dedication, has obtained substantial verdicts on behalf of employees who have been discriminated against in the workplace. He conducts himself with the highest ethics and level of professionalism.”

“Refreshingly humble, David simply gets great results for his clients. I have dealt with him on Family Law, Personal Injury and Employment Law matters. He is as good as it gets at all three practice areas.”

Failure to Provide Reasonable Accommodations

No one deserves to feel like they don’t have a place in their workplace. Unfortunately, if you have come to this page, you are likely feeling that right now. Our California failure to provide reasonable accommodations lawyers can help. This is what we do best. Call us today.

Do I Have a Claim? 

Are you being refused things that would make you more comfortable or productive at work? Have you asked for a handicap parking space? Were you denied a ramp entrance to work? Are you not given the time off that you need? If you believe that you were denied a reasonable accommodation, you likely were. We can help.

The only true way to know if you are eligible for a claim is to talk to an experienced California failure to provide reasonable accommodations lawyer.

Three Types of Disability

1. Physical Disability

A physical disability is something that affects the way your body performs. It would be something that limits what you are able to do.

2. Mental Disability

If you suffer from a mental disability that prevents you from performing that is a protected disability. Those mental disabilities can include schizophrenia, bipolar disorder, OCD, etc. The conditions that are not protected are things like kleptomania, gambling, etc.

3. Perceived Disability 

You may not actually have a disability but if your employer thinks you do and decides to discriminate against you, that is illegal as well. A perceived disability is protected in the same way as an actual disability.

This is how a scenario like this would go:

You arrive for an interview for a job at a grocery store. You had a brief phone interview and it went really well. You pull up in a vehicle that you share with a family member who has a disability. The car has a license plates that displays a handicap sign. You don’t actually park in a spot for people with disabilities. The employer sees you exit this vehicle and thinks you are in some way disabled but they don’t actually know.

You go in for your interview and it goes alright. The employer thinks about how your assumed disability would affect your job performance. They know that they can’t ask you what disability you have. But ultimately they decide to not hire you based on this assumed disability.

Regardless if you had this disability or not, this is illegal for an employer to do. They are not allowed to hire or fire based on a confirmed or alleged disability. This completely violates federal law.

How a California Failure to Provide Reasonable Accommodations Lawyer Can Help

You can ask HR to help you with your concerns. You can turn to your employee handbook for guidelines. There are several avenues you can take on your own, but you can always head straight to our California employment discrimination lawyers to discuss your concerns. It is up to you to make that call. We are here to help, if you need us.

A lawyer will help you make a game plan. You will be able to tell your story. We want to hear it and help you.

When to Act

Don’t wait around for things to get worse. You don’t have to put up with being treated badly for long. Call our California failure to provide reasonable accommodations lawyers right away and get the help you deserve. If you wait too long to call a lawyer, it might not help your claim. We want to get to building you a defense right away. The sooner you get in touch, the stronger your case will be.

Successful Cases

We recently had a woman come to us after her employer would not provide her reasonable accommodations for her pregnancy leave. They told her she would only be allowed 4 weeks of leave after she gave birth to her son even though her coworker was allowed 6 weeks of medical leave for another condition.

We investigated this case after sitting down for a consultation with her. We told her what her legal options were and she decided to take legal action. Her rights were clearly violated. We brought her claim and were able to give her some justice for this.

Another case we recently had success with was a man who recently had a complaint that his employer would not adjust the work load for him. The man was unable to lift heavy objects because it aggravated his back problem. The employer fired him instead of accommodating his reasonable request.

Call Our California Failure to Provide Reasonable Accommodations Lawyers Today 

Your stress level can go down when you give us a call. Your justice is important to us. We will work to protect your rights. Don’t delay. Contact our California failure to provide reasonable accommodations lawyers as soon as you can. We are here to help.

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Frequently Asked Questions

California reasonable accommodations are modifications or adjustments that enable employees with disabilities to perform their job duties. These include schedule modifications, work-from-home arrangements, modified duties, assistive technology, accessible parking, equipment modifications, break accommodations, leave accommodations, job restructuring, and workplace accessibility improvements. Under the ADA and California’s Fair Employment and Housing Act (FEHA), employers must provide reasonable accommodations unless they cause undue hardship.
California accommodation laws protect three types of disabilities: Physical disabilities that affect how your body performs and limit what you can do; Mental disabilities including conditions like schizophrenia, bipolar disorder, OCD, depression, and anxiety; and Perceived disabilities where employers think you have a disability and discriminate based on that assumption, even if you’re not actually disabled. All three types are equally protected under the ADA and FEHA, and employers cannot discriminate based on actual or perceived disabilities.
The interactive process is a collaborative discussion between employee and employer to identify reasonable accommodations. It begins when the employee requests an accommodation or the employer becomes aware of a disability. Both parties must engage in good faith to explore effective accommodations, discuss essential job functions, consider various options, and determine what works without causing undue hardship. Employers who fail to engage in the interactive process violate California and federal disability laws, even if accommodations exist.
California employers can only deny reasonable accommodation requests if they would cause undue hardship – significant difficulty or expense considering the employer’s resources, size, and business nature. Employers cannot deny accommodations due to cost alone, coworker complaints, customer preferences, or assumptions about productivity. They must consider alternative accommodations and engage in the interactive process. Blanket denials without individual assessment violate the ADA and FEHA. Common unlawful denials include refusing handicap parking, accessible entrances, schedule modifications, or medical leave.
If your California employer refuses reasonable accommodations, document your request and their denial in writing, keep medical documentation supporting your need, review your employee handbook for internal procedures, and consider filing a complaint with HR. If internal remedies fail, contact an experienced reasonable accommodations attorney immediately. You can file complaints with the EEOC and California’s Department of Fair Employment and Housing (DFEH). The Myers Law Group offers free consultations to evaluate accommodation denials and develop effective legal strategies.
California employers must provide reasonable accommodations within a reasonable timeframe after request, typically immediately for simple accommodations and within weeks for complex ones. There’s no specific deadline, but delays must be justified by legitimate factors like equipment ordering, workspace modifications, or approval processes. Employers cannot indefinitely delay accommodations or use delay tactics to avoid compliance. If your employer is unreasonably delaying your accommodation, you may have grounds for a failure to accommodate claim under the ADA and FEHA.
California reasonable accommodations cases may recover back pay for lost wages, front pay for future earnings, benefits restoration, emotional distress damages, punitive damages for willful violations, attorney fees, costs, and injunctive relief requiring the employer to provide accommodations. If terminated due to accommodation failure, you may also seek reinstatement. The Myers Law Group has successfully recovered compensation for clients denied pregnancy leave accommodations and workload modifications. Damages depend on your specific circumstances and the severity of the employer’s violations.