In California, your right to work without being targeted for your medical condition or disability is not a suggestion; it is the law. Yet, far too many employers operate under a cloud of ignorance, relying on outdated myths to justify discriminatory behavior. At Southern California Labor Law Group PC, we don't tolerate "misunderstandings" that cost hardworking people their livelihoods. It is time to set the record straight on what your employer is required to do and what you deserve.
Myth #1: "Reasonable Accommodation" is a Burden
Employers often act as if asking for an accommodation—like a modified schedule, specialized equipment, or a leave of absence—is an act of charity. It isn't. Under the Fair Employment and Housing Act (FEHA) and the Americans with Disabilities Act (ADA), California employers are legally required to engage in a timely, good-faith "interactive process" to find solutions. If they are shutting you down without a legitimate reason, they are breaking the law.
Myth #2: Your Disability Must Be "Visible"
One of the most dangerous misconceptions is that if an employer can’t see your disability, it doesn’t count. Whether you are dealing with chronic pain, mental health conditions, or autoimmune disorders, your rights are exactly the same as those with visible physical impairments. If your employer dismisses your needs because you "don't look sick," they are inviting a legal battle they are going to lose.
Myth #3: Taking FMLA Leave Protects Your Job "Only if They Feel Like It"
We see this constantly: an employee takes protected leave to manage a disability or serious health condition, only to return to a "restructured" position or a pink slip. Let’s be clear: Retaliation for exercising your rights under the Family Medical Leave Act (FMLA) or California Family Rights Act (CFRA) is illegal. You are not a "liability" for taking care of your health; you are a protected worker.
Myth #4: Performance Issues Always Justify Termination
Employers love to hide behind "performance reviews" to fire disabled workers they no longer want to accommodate. If your performance was impacted because your employer refused to provide the accommodations you requested, that termination may be wrongful. We take pride in peeling back the layers of employer lies to reveal the discrimination underneath.
Fight Back Now
You have worked too hard to let an employer’s ignorance or malice derail your career. We are passionate about defending the rights of individuals who have been victimized by illegal acts in the workplace. If you have been denied an accommodation, retaliated against for taking leave, or wrongfully terminated because of a disability, you need an aggressive legal team that treats your case as if it were our own. Don’t let them get away with it. Southern California Labor Law Group PC is here.
Contact us today at (424) 306-1515 for a free consultation and let us lead the fight for the justice you deserve.
