Employers are liable for the ability of their employees to meaningfully engage with their work. This means accommodating the disabilities that workers may be overcoming, including new limits to abilities since an employee was hired.
People with disabilities make up an indispensible part of the American workforce. Technological advances and cultural understanding has made this more evident in recent decades, and U.S. law – as well as law in California – has attempted to keep up and ensure the rights of disabled people are respected in the workplace.
In California, there are a number of pieces of legislation that exist to protect those with disabilities from being discriminated against. Among those, there is the Fair Employment and Housing Act, Disabled Persons Act and the Unruh Civil Rights Act.
Companies throughout California and across the country are legally required to provide employees with reasonable accommodation if they have a disability. Today, we will define reasonable accommodation and explain how companies provide for this requirement when they have employees with disabilities.
A judge has granted class-action status in a lawsuit that accuses Laguna Beach of discriminating against disabled people who are also homeless, according to the Los Angeles Times. The lawsuit was filed in 2015 by the American Civil Liberties Union Foundation of Southern California. Multiple rulings were issued this week by a judge in U.S. District Court in Santa Ana.
Employees have the right to work without being discriminated against. While many people know that this protection is enforced during an employment period, some people might not realize that it also extends to the hiring period.