Disability Discrimination Lawyer

Los Angeles, California

Home Expertise Failure To Accommodate

Failure to engage in the interactive process or provide reasonable accommodation is illegal.  Employers are obligated to engage in the “interactive process” with employees to find “reasonable accommodation” in a variety of circumstances.

Disability Discrimination Lawyer in Los Angeles

At Colby Law Firm, we believe that every person has the right to reasonable accommodation, fair employment and treatment in their workplace. If you or a loved one have experienced employment discrimination or wrongful termination based on intellectual or physical disability, or perceived disability, you should contact a disability discrimination lawyer immediately. Disability discrimination in all forms is unacceptable. There is no place for age discrimination, gender discrimination, housing discrimination, or discrimination against a worker with a disability. At Colby Law Firm, we have significant experience and knowledge of disability discrimination law, including the Housing Act, FEHA, and the Disabilities Act. Whether you have experienced undue hardship as a qualified employee or during your job application, you need a disability discrimination lawyer in Los Angeles you can trust. You need Colby Law Firm.

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Reasonable Accommodation

Disability Accommodation

Religious Accommodation

Substance Abuse Accommodation

  • Employees with substance abuse problems may have a right to a reasonable accommodation for them to participate in an alcohol or drug rehabilitation program.  Labor Code §§ 1025-1028.

Lactation Accommodation

  • A lactation break is a period of time during the work day for nursing mothers to express breast milk (i.e., a break to pump).  Both state and federal laws require California employers to provide lactation breaks.  Labor Code §§ 1030-1033; 29 U.S.C. § 207(r).
  • Employers are prohibited from discriminating against employees who request a lactation accommodation or who attempt to express breast milk.  Labor Code §§ 1031-1033.

Illiteracy Accommodation

  • Though illiteracy is not a disability, employers with 25 or more employees must reasonably accommodate and assist an employee who reveals a problem of illiteracy and requests assistance.  Labor Code § 1041(a).  Assistance might include providing the employee with the locations of local literacy education programs or arranging for a literacy education provider to visit the workplace.  Labor Code § 1041(b).
  • If an employee needs time off from work to attend classes or seek other assistance, and that time off does not impose an undue hardship on you, strongly consider providing the employee with unpaid time off from work.

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