Los Angeles Disability Discrimination Attorney
Fighting Against Disability Discrimination in the Workplace
At Southern California Labor Law Group PC, we believe that every employee in Los Angeles deserves to work in an environment that respects their rights and values their contributions, regardless of their physical or mental abilities.
Unfortunately, disability discrimination still exists in the workplace. Whether it’s through exclusion, harassment, or termination of employment based on a person’s disability or perceived disability, it is illegal and unacceptable. If you have been discriminated against due to your physical or mental disabilities, our experienced disability discrimination lawyers at Southern California Labor Law Group PC can help.
We are dedicated to protecting the rights of disabled individuals who have faced discrimination in their workplaces. Our experienced team of attorneys has extensive knowledge and experience in handling all types of disability discrimination cases. We are committed to fighting for your rights every step of the way and providing compassionate support throughout this difficult time.
If you are facing disability discrimination in the workplace, contact us online or call us at (424) 306-1515 to schedule a confidential consultation today.
What Legal Protections Do Disabled People Have in the Workplace?
At Southern California Labor Law Group, we understand that you may have questions about your rights as a disabled individual in the workplace. Here's what you need to know about the legal protections in place for employees with disabilities.
Americans with Disabilities Act (ADA)
The primary law protecting disabled individuals in the workforce is the Americans with Disabilities Act (ADA). This civil rights law prevents discrimination against individuals with disabilities in all areas of public life, including employment. The ADA ensures equal opportunities for individuals with disabilities, protecting their rights in the workplace and beyond.
Here is a breakdown of some key protections:
- Non-discrimination: The ADA prohibits employers from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancements, compensation, job training, and other terms, conditions, and privileges of employment.
- Reasonable accommodations: Employers are required to provide reasonable accommodations to employees with disabilities unless doing so would cause significant difficulty or expense for the employer. These accommodations could include making existing facilities accessible, modifying work schedules, or acquiring or modifying equipment.
- Confidentiality of Medical Information: Employers must keep all medical information related to an employee's disability confidential. This includes any information obtained through medical examinations or inquiries.
- Retaliation Prohibited: Employers cannot retaliate against employees for asserting their rights under the ADA. This includes filing a complaint, participating in an ADA proceeding, or opposing discriminatory practices.
- Accessibility Standards: The ADA sets forth accessibility standards that apply to places of public accommodation, commercial facilities, and state and local government facilities. This ensures that workplaces are accessible to individuals with disabilities.
- Equal Opportunity: The ADA guarantees equal opportunities for individuals with disabilities in public accommodations, employment, transportation, state and local government services, and telecommunications.
Understanding your rights under the ADA can be crucial in protecting yourself against discrimination in the workplace.
The Rehabilitation Act of 1973
The Rehabilitation Act of 1973 is a significant piece of legislation that protects the rights of individuals with disabilities. The law prohibits discrimination on the basis of disability in programs conducted by federal agencies, in programs receiving federal financial assistance, in federal employment, and in the employment practices of federal contractors.
Here are some key elements of how this act protects disabled workers:
- Non-discrimination: Section 504 of the Rehabilitation Act prohibits discrimination against individuals with disabilities in programs that receive federal financial assistance. This includes federal employers or other employers who receive federal funding.
- Reasonable Accommodation: The Rehabilitation Act requires employers to provide reasonable accommodations to qualified employees with disabilities, unless it causes undue hardship.
- Federal Employment: Section 501 of the Rehabilitation Act requires affirmative action and prohibits employment discrimination by Federal agencies.
- Federal Contractors: Section 503 of the Rehabilitation Act prohibits employment discrimination by Federal government contractors and subcontractors and requires these employers to take affirmative action to hire, retain, and promote qualified individuals with disabilities.
- Program Accessibility: The Rehabilitation Act requires that programs, services, and activities provided by federal agencies, either directly or through a contractor, be accessible to individuals with disabilities.
- Electronic and Information Technology: Section 508 of the Rehabilitation Act mandates that electronic and information technology developed, procured, maintained, or used by the federal government be accessible to people with disabilities.
The Rehabilitation Act and the Americans with Disabilities Act work hand in hand to protect individuals with disabilities from discrimination in various aspects of their lives, particularly in the workplace.
California's Fair Employment and Housing Act
California's Fair Employment and Housing Act (FEHA) provides robust protection against disability discrimination in the workplace. This act applies to both public and private employers, labor organizations, and employment agencies.
The FEHA defines a disability broadly as any physical or mental impairment that limits a major life activity, including work. This can encompass conditions such as stress, anxiety, arthritis, irritable bowel syndrome, depression, frequent urination, and PTSD. It's important to note that California's definitions and protections can be broader than those under federal law.
Under the FEHA, employers are prohibited from discriminating against applicants or employees who have disabilities. This protection extends to all terms and conditions of employment, and employers are required to provide reasonable accommodations to enable an employee with a disability to perform the essential functions of their job. The enforcement of the FEHA is overseen by the California Department of Fair Employment and Housing (DFEH).
Choose Southern California Labor Law Group PC to Protect Your Rights
We approach each case with empathy, dedication, and a relentless pursuit of justice. Our team will work closely with you to understand your unique situation, gather necessary evidence, and build a compelling case. We aim to secure maximum compensation for damages you have suffered, including lost wages, emotional distress, and punitive damages where applicable.
With years of experience in labor law, we have a deep understanding of the nuances of disability discrimination cases. We also understand that every case is unique. We listen to your story, understand your needs, and tailor our strategies accordingly.
If you believe you have been a victim of disability discrimination, don't suffer in silence. Let Southern California Labor Law Group PC help you stand up against injustice and reclaim your right to a fair workplace. Together, we can make a difference.
Reach out to us online or call us at (424) 306-1515 to schedule a free consultation with one of our disability discrimination attorneys.