Injured? We Fight for What You Deserve
Did you request an accommodation or disclose a medical condition, then everything at work changed? Maybe your hours got cut, or you started getting write-ups for things that never mattered before. Many people picture disability discrimination as someone saying something cruel about your condition. But in most cases, employers refuse to engage in the interactive process, deny reasonable accommodations, or quietly push you out the door. California law says employers must work with employees who have physical or mental disabilities. Too many companies treat these obligations as optional, though. At My Lawyer Manwel, we've seen how employers try to frame illegal conduct as a business necessity, and we know how to challenge those excuses. If you need a disability discrimination attorney in Los Angeles, understanding what your employer is legally required to do can help you recognize when your rights have been violated. Read on to learn how California protects employees with disabilities and what options are available when your employer falls short.
California's Fair Employment and Housing Act uses a broader definition of disability than federal law. Under FEHA, a physical or mental condition qualifies as a disability if it limits a major life activity. The keyword is "limits", not "substantially limits," which is the stricter federal standard under the ADA. Conditions like diabetes, anxiety disorders, chronic migraines, depression, and heart disease can all qualify under California law. Cancer, HIV/AIDS, and autoimmune conditions are explicitly covered. Even temporary conditions may qualify if they affect your ability to work. A lot of employees convince themselves that their condition isn't serious enough to warrant legal protection. California law disagrees, though. Does your condition restrict your ability to perform major life activities like working, walking, concentrating, or sleeping? Then you likely have protection. An employment disability lawyer can look at whether your specific condition qualifies and what accommodations your employer should have provided. Talking to a disability discrimination lawyer early helps you understand your rights.
California law requires employers to participate in a good-faith interactive process once they learn an employee has a disability. The interactive process is a two-way conversation between you and your employer to identify accommodations that might allow you to perform your job. Your employer cannot simply deny your request without exploring alternatives. They can't ignore your doctor's notes or delay until you resign. They must discuss your limitations and work toward a solution. When employers refuse to engage or go through the motions without actually considering accommodations, they violate FEHA. A disability discrimination attorney can help you document the failures. Save every email and note every meeting that was promised but never scheduled. Write down verbal exchanges as soon as they happen. If your employer dragged their feet or shut down the conversation, that conduct supports a legal claim. A workplace disability attorney will examine whether your employer made a genuine effort or just checked a box before denying your request.
Reasonable accommodations are adjustments that allow a disabled employee to perform the essential functions of their job. These might include modified work schedules, ergonomic equipment, additional breaks, reassignment to a vacant position, or the option to work remotely. Your employer doesn't have to give you the exact accommodation you requested, but it does need to be effective. They can propose alternatives. What they can't do is deny every option without justification. Some employers try to claim undue hardship to get out of providing accommodations, but that means the accommodation would cause substantial difficulty or expense relative to the business's size and resources. Most large employers cannot credibly make this argument. A disability discrimination attorney in Los Angeles will examine whether your employer's denial holds up under scrutiny. If you work for a company with hundreds of employees and they refuse to let you take two extra bathroom breaks, their refusal likely won't survive a legal challenge. An ADA discrimination lawyer understands how to take apart these defenses and expose them as pretexts for discrimination.
If you want to bring a successful disability discrimination claim, you need evidence that connects your disability to whatever adverse action your employer took. That means documentation of your condition, your accommodation request, how your employer responded, and the negative consequences you experienced afterward. Medical records matter, but so do emails, performance reviews, and witness statements from coworkers who saw how management's treatment of you changed. Keep in mind that California law imposes deadlines. You have three years from the discriminatory act to file a complaint with the Civil Rights Department in most cases, and missing that deadline can void your claim entirely. A disability discrimination lawyer in Los Angeles can help you gather the right evidence and file within the required timeframe. An ADA discrimination lawyer will also spot patterns you might miss on your own, like whether your employer treated other disabled employees the same way. Building your case starts with organizing what you already have. A workplace disability attorney will tell you what's missing and how to fill the gaps before records disappear or memories fade.
Disability discrimination claims have deadlines, and evidence disappears. Waiting too long weakens your position. If your employer cut your hours, denied accommodations, or pushed you out after learning about your medical condition, you have legal options. An employment disability lawyer at My Lawyer Manwel can review your situation. We've handled these cases for years across Southern California, and we know how employers try to justify illegal conduct. Call us to schedule a consultation with a disability discrimination lawyer in Los Angeles.
At My Lawyer Manwel, we fight for your rights in personal injury and employment law. See what our clients say about working with us.
I contacted My Lawyer Manwel for help with an employment dispute, and I’m very pleased with the service I received. He was knowledgeable, honest, and supportive throughout the entire process. Manwel kept me informed and handled negotiations with confidence and professionalism. He made a difficult situation much easier to manage and achieved a positive resolution. I would not hesitate to recommend My Lawyer Manwel to anyone needing experienced and reliable legal representation.
My Lawyer Manwel was incredibly helpful during my personal injury case. After my accident, I felt stressed and unsure of what to expect. Manwel explained everything in simple terms and was always available to answer my questions. He handled the legal details with professionalism and care, allowing me to focus on recovery. The settlement he secured helped cover my medical expenses and eased my financial worries. I truly appreciate his dedication and highly recommend his services.
I had a great experience working with My Lawyer Manwel on an employment law matter. He listened carefully to my concerns and provided clear, honest advice. Manwel was always responsive and made sure I understood every step of the process. He handled my case professionally and worked hard to protect my rights. The outcome was fair and allowed me to move forward with confidence. I’m very grateful for his help and would recommend My Lawyer Manwel to anyone facing workplace legal issues.
My Lawyer Manwel provided excellent support during my personal injury case. From the beginning, he was professional, patient, and very knowledgeable. He took the time to explain my rights and the legal process clearly, which made me feel confident and informed. Manwel handled all communication with the insurance company and kept me updated throughout the case. His dedication and attention to detail truly stood out. Thanks to his hard work, my case had a positive outcome. I highly recommend My Lawyer Manwel to anyone needing a trustworthy personal injury attorney.
Don't sign without carefully reviewing all of the terms, including release of claims, non-disparagement clauses, and confidentiality provisions. You usually have the right to consult with an attorney who can negotiate better terms on your behalf.
Enforceability varies dramatically by state, with some banning them entirely and others enforcing them when reasonable in scope and duration. Recent legal trends have moved toward limiting these agreements. Having an attorney review your specific agreement is essential.
Most discrimination claims must first be filed with the Equal Employment Opportunity Commission or your state's equivalent agency before pursuing a lawsuit. Strict deadlines apply, often within one hundred eighty to three hundred days of the discriminatory act.
Misclassification occurs when employers label workers as contractors to avoid providing benefits owed to employees. The determination depends on factors like company control over your work, schedule flexibility, and who provides tools and equipment.
Numerous federal and state laws protect employees who report illegal activity, safety violations, or fraud from employer retaliation. Whistleblowers may be entitled to reinstatement, back pay, and other remedies if they face adverse employment actions.
Generally speaking, employers have some flexibility to modify duties and compensation, but they can't make any changes that violate contracts, discriminate, or constitute retaliation. Sudden changes following a complaint or protected activity may raise legal concerns.
A hostile work environment exists when unwelcome conduct based on a protected characteristic is pervasive or severe enough to create an intimidating or abusive workplace. This goes beyond occasional rudeness and must materially affect your ability to do your job.
Under the Fair Labor Standards Act, the majority of employees working more than forty hours per week must receive overtime pay at one and a half times their regular rate. However, certain exemptions apply based on salary level and job duties, which employers sometimes misapply.
Wrongful termination happens if an employee is fired in a way that violates federal or state laws, employment contracts, or public policy. Examples include being fired due to discrimination, retaliation for whistleblowing, or refusing to engage in illegal activities.
Federal and state law prohibit employers from retaliating against employees who report illegal conduct or file discrimination complaints. Retaliation can include termination, demotion, or creating a hostile environment. If you experience retaliation, you may have an additional legal claim.
Document every incident in detail. That includes dates, times, witnesses, and what occurred. Report the harassment through your company's internal complaint process and keep copies of all communications. If internal channels don't resolve the issue, consulting with an attorney is an important next step.
Workplace discrimination occurs when an employer treats someone unfavorably because of a protected characteristic like race, gender, age, religion, disability, or national origin. This can include hiring and firing decisions, promotions, pay, job assignments, and harassment.
If your health insurance paid for any treatment that's related to your injury, they may have a right to reimbursement from any settlement through a process called subrogation. Your attorney can often negotiate these liens down to maximize what you keep.
A settlement is an agreement that is reached outside of the court, where the at-fault party agrees to pay compensation in exchange for releasing liability. A verdict is a decision that's made by a judge or jury after a trial determines the outcome.
While you can represent yourself, insurance companies often take advantage of unrepresented claimants with lowball settlements. Studies show that injured individuals who hire attorneys recover significantly more compensation even after paying legal fees.
The timeline varies depending on the complexity of your case, the severity of injuries, and whether it settles or goes to trial. Simpler cases may resolve in a few months, while complex litigation can take several years.
You may still have options, including your own uninsured or underinsured motorist coverage if the incident involved a vehicle. An experienced attorney can identify all of the potential sources of compensation available to you.
Fault is normally established by examining evidence like police reports, medical records, witness statements, and expert testimony. Your attorney will investigate the circumstances to build a compelling case. In some states, you may still recover damages even if you were partially at fault.
First, get medical attention even if you feel okay, as some injuries don't show symptoms right away. Document everything, including photos of the scene and witness contact information, and avoid giving recorded statements to insurance companies before talking to an attorney.
Most personal injury cases are settled out of court via negotiations with insurance companies or the opposing party. However, if a fair settlement cannot be reached, taking your case to trial may be necessary to obtain the compensation you deserve.
Most personal injury cases are settled out of court via negotiations with insurance companies or the opposing party. However, if a fair settlement cannot be reached, taking your case to trial may be necessary to obtain the compensation you deserve.
Victims can recover damages for medical expenses, lost wages, emotional distress, pain, and suffering or loss of enjoyment of life. In cases involving egregious conduct, punitive damages may also be available to punish the wrongdoer.
Every state has a statute of limitations that sets a deadline for filing personal injury lawsuits, typically ranging from one to four years depending on where you live. Missing this deadline almost always means losing your right to pursue compensation, so consult with an attorney as soon as possible after your injury.
A personal injury case is when someone suffers harm because another party was negligent, reckless, or engaged in intentional misconduct. A few examples include car accidents, slip and falls, medical malpractice, and workplace injuries. If someone else's actions led to your injury, you may have grounds for a claim.