Under California’s Fair Employment and Housing Act, you have strong rights to reasonable accommodations for known disabilities, including mandatory interactive process discussions. Employers cannot interfere with or retaliate against you for requesting accommodation. Enforcement options include administrative complaints and private litigation for damages, lost wages, benefits, and attorney fees. Act immediately to protect your accommodation rights.
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No, your employer cannot legally retaliate against you for taking leave under California’s Family Rights Act (CFRA) or the federal Family and Medical Leave Act (FMLA), as both laws explicitly prohibit employers from discriminating, discharging, or taking other adverse employment actions against employees who exercise their right to take protected leave
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The California Family Rights Act (CFRA) provides eligible employees up to 12 workweeks of unpaid leave annually for serious health conditions, family care, childbirth, adoption, or military exigencies. Employers with five or more employees must comply. Employees qualify after working 1,250 hours within 12 months preceding leave.
For comprehensive guidance on navigating California’s complex leave laws and ensuring full compliance with CFRA requirements, including detailed eligibility criteria, notice obligations, and employer responsibilities, click here to access our complete California Family Leave Compliance Guide and protect your organization from potential liability while supporting your employees’ leave rights.
California’s Pregnancy Disability Leave Law (PDLL) requires employers with five or more employees to provide up to four months of unpaid leave per pregnancy for disabilities due to pregnancy, childbirth, or related medical conditions. Leave can be taken intermittently as medically necessary and is separate from CFRA bonding leave
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Employers must provide reasonable accommodation including job restructuring, modified schedules, assistive devices, transfers to vacant positions, or unpaid leave unless it causes undue hardship. The interactive process is mandatory to determine appropriate accommodations for known disabilities.
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The interactive process is a mandatory good-faith dialogue between employer and employee to determine reasonable accommodations. Employers must initiate when aware of disability. Failure to engage is a separate violation even if no accommodation was possible.
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No. California law strictly prohibits employers from retaliating against employees who file discrimination complaints, oppose unlawful practices, or participate in proceedings. Retaliation includes termination, discipline, demotion, or any other adverse employment action. You’re protected even if your underlying complaint is ultimately unsuccessful, if it was made in good faith
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If injured at work, immediately report the incident to your employer and seek medical attention. You’re entitled to workers’ compensation benefits including medical treatment, temporary disability payments, and permanent disability compensation. An experienced workers’ compensation attorney can help navigate the complex claims process, protect your rights, and ensure you receive maximum benefits available.
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For comprehensive guidance on your pregnancy disability leave protections, click here to learn more about your rights.
California’s Whistleblower laws protect employees from retaliation for reporting violations of the law to government agencies or their supervisors, and for refusing to participate in illegal activities. California Labor Code section 1102.5 provides for past and future economic damages. Past and future emotional distress, attorney’s fees and civil penalties up to $10,000 against employers who retaliate.
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A severance agreement provides compensation when employment ends in exchange for waiving your right to sue and get damages. These contracts often include non-disclosure and non-disparagement clauses limiting what you can say about your employer. Take your time to review the terms, and consider consulting an attorney, and negotiate terms if more is needed.
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If you or somebody you care about have experienced issues with your employer, whether related to discrimination, sexual harassment, wrongful termination, or another employment law violation, contact the team at Kaufman Law Firm for help with your case today. Our California employment lawyers are standing by to help ensure your claim is fully investigated and that you are fairly compensated for what happened. You can contact us for a consultation by clicking here or calling us at 818-990-1999.
When it comes to our clients, each case is highly important. Our clients depend on us to help them achieve their goals. Over the years, the Kaufman Law Firm has taken an aggressive and comprehensive approach. It has been a successful formula that has helped workers recover the maximum settlement. Whether it is in the courtroom or behind the scenes, you can always count on the California employment attorney at the Kaufman Law Firm to always be in your corner.
Your job is more than just a source of income. It is a major part of your lifestyle. If you have been the victim of wrongful termination, wrongful demotion or any kind of discriminatory business practices, it is time to take action and contact a Ventura employment law attorney that can help. Attorney Matthew A. Kaufman and the team at The Kaufman Law Firm bring experience and a vast arsenal of legal resources to help clients recover the money they deserve.
To learn more, contact our California law office today and schedule an initial evaluation to discuss your case.