Disability Discrimination Lawyer in Pasadena

Discrimination Against Perceived Disabilities

California law also bars employers from discriminating against you because of a perceived disability. If your employer believes you have a disability—regardless of your actual condition—and takes adverse action due to that belief, you are protected under FEHA.

An employer also cannot take action against you based on your association with someone who has a physical disability, mental disability, or medical condition.

In Pasadena, workplaces often include employees from diverse backgrounds and with a wide range of disabilities and medical histories. Pasadena’s workforce mirrors the diversity of greater Los Angeles, so assumptions or misunderstandings about conditions may raise the chance of unlawful action by an employer. Working with an attorney familiar with the local job market can help you receive the right guidance.

You Have a Responsibility to Notify Your Employer of Your Disability

To receive protection under California law, you must notify your employer that you have a disability. You don’t have to use the word “disability”—but your employer must be on notice of your condition. 

You can give notice by naming your condition (for example, depression or epilepsy), explaining your symptoms, or letting your employer know about restrictions or accommodations you need. Notification can also come from telling your employer you are under a healthcare provider’s care and describing your limitations.  

If you have experienced discrimination or denial of accommodations but did not notify your employer about your condition, it may be difficult or impossible for a disability discrimination lawyer to help you seek damages. 

However, you may still have options if you reasonably believe your employer became aware of your disability through observation, even without a direct conversation. 

For instance, a Pasadena employee with a broken foot might use crutches at work and be seen by a supervisor. The supervisor's observation can place the employer on notice of a possible disability.  

In this situation, the employer must engage in the “interactive process” with the employee and offer reasonable accommodations to help the employee perform core job duties. 

Employers of Disabled Workers Must Engage in the Interactive Process

Recognizing perceived disabilities highlights the value of workplace inclusion and bias awareness. Employers should work to counter unconscious biases by fostering respect and understanding among leadership and staff. Acting on these principles can help employers avoid discrimination complaints and support morale.

Once your employer knows or should know about your disability, the law requires them to start the interactive process.

This process is a dialogue between you and your employer to identify which accommodations will help you carry out your main work tasks. By law, the employer must initiate this process and provide suitable accommodations, even if you don’t specifically request them.

To receive FEHA’s disability protections, participate in good faith in the interactive process. You should give your employer at least one of the following:

• A list of restrictions caused by your disability, such as weight you can lift
• A doctor’s note stating your restrictions and how long they are expected to last 

In Pasadena, large employers and institutions often follow set protocols for the interactive process. Always keep written records of your communication and requests for accommodations. Many of Pasadena’s educational, municipal, and healthcare employers rely on designated human resources staff to run these meetings. Knowing your workplace’s unique rules and keeping records will help you avoid unnecessary delays and make your case easier to document if you pursue legal remedies.

If your employer fails to provide reasonable accommodation or refuses to engage in the interactive process, those are two different violations of the law. A lawyer from Domb & Rauchwerger may help you address either kind.

Retaliating Against Employees Who Request Accommodations Is Illegal

California law prohibits your employer from retaliating against you for asking for a reasonable accommodation to help you do an essential job function.

If you believe your employer took any adverse action against you for requesting accommodation, a qualified disability discrimination lawyer can hold your employer accountable in the appropriate forum.

Understanding the interactive process benefits employees by clarifying the steps to seek accommodations. Workers and employers who engage in good faith learn more about job requirements and employee strengths, leading to a more successful and satisfying work experience. Attorneys can help provide guidance to make sure communication is clear and both parties meet legal standards.

Remedies You Could Receive With the Help of a California Attorney

If your employer has five or more employees and has failed to provide you with a reasonable accommodation, discriminated against you because of your disability, or retaliated against you, an experienced disability discrimination attorney could seek these remedies for you through a lawsuit:

• Back pay
• Front pay
• Compensation for emotional distress
• Attorney’s fees and court costs
• Punitive damages

Don’t wait to address your legal needs—connect with a skilled Pasadena disability discrimination attorney. Call (213) 772-5882 or get in touch with us to book your consultation.

Frequently Asked Questions About Disability Discrimination

What Should I Do If I Experience Disability Discrimination at Work?

If you experience disability discrimination at work, document every incident. Track the dates, times, locations, and people involved. Follow your company’s process to report it to your supervisor or HR. If the problem remains unresolved, consider speaking with a disability discrimination attorney in Pasadena. At Domb Rauchwerger LLP, our lawyers give you practical support and representation to protect your rights.

How Does the FEHA Protect Disabled Employees in California?

The Fair Employment and Housing Act (FEHA) is a state law that offers strong protection for disabled employees in California. It prohibits discrimination and requires employers to offer reasonable accommodations. FEHA applies to California employers with five or more workers and generally offers broader protection than the federal ADA. At Domb Rauchwerger LLP, we help clients understand their rights under both state and federal law. Speak with a qualified disability discrimination attorney today.

What Constitutes a Reasonable Accommodation?

Reasonable accommodations are changes to a job or workplace that let a disabled employee perform essential job functions. Examples include adjusted schedules, special equipment, or modified duties. Under the law, accommodations should not create an undue hardship for the employer. We can help you decide if your requested accommodation qualifies.

What Actions Can Employers Not Take Against Disabled Employees?

Employers may not fire, demote, reduce pay, or deny promotions based on disability. California law also bars any retaliation for seeking accommodations or reporting discrimination. If you believe your rights have been violated, consult a qualified attorney to learn about your options.

How Can a Disability Discrimination Lawyer Assist Me?

A disability discrimination lawyer can review your situation, explain your rights, and help with legal proceedings as needed. We gather the relevant evidence, handle filings, and negotiate with your employer in pursuit of a fair outcome. The team at Domb Rauchwerger LLP works to support individuals facing discrimination and promote fairness in the workplace.

What Is the Difference Between FEHA and ADA for Pasadena Workers?

FEHA provides broader protections than the Americans with Disabilities Act (ADA). While both laws prohibit workplace discrimination, FEHA covers more employers and a wider range of impairments. Pasadena employees should be aware that some cases may involve both state and federal law, which can affect the process and remedies available. Consulting with attorneys who understand the overlap between these laws is a smart step for Pasadena area workers.

How Long Does a Disability Discrimination Case Take?

The timeline for a disability discrimination case varies based on complexity and whether the claim settles or goes to court. Reviews by agencies can last several months, and lawsuits often require additional time. Domb & Rauchwerger helps clients understand each phase and explains what they can expect as the matter moves forward.

Our qualified disability discrimination lawyer is here to assist you. Call (213) 772-5882 or use our online form to schedule your free initial consultation without delay.