In the past, the word “disability” often was thought only to refer to physical circumstances—one that, at least for the most part, was visible for the world to see.

While this definition of disability still rings true today, it has also broadened considerably, including less immediately apparent conditions.  The law has also similarly grown and adapted to protect a broader spectrum of individuals with disabilities, especially in the world of employment. 

Both the federal Americans with Disabilities Act (ADA) and the California Fair Employment and Housing Act (FEHA) require most employers to provide what are known as “reasonable accommodations” to allow qualifying individuals with disabilities to fully take part in the workplace.  Employers who fail to comply with the law may be held liable or otherwise subject to legal action.

Here is a list of some questions an individual with disabilities might have when considering his or her right to reasonable accommodations in the workplace:

Q: When do I have a right to a reasonable accommodation?

Q: What does it mean for an employer to reasonably accommodate me and my disability?

Q: What are examples of reasonable accommodations?

Q: Do I qualify for reasonable accommodations?

Q: What if I’m looking for a new job or moving to a new workplace?

Q: Who is required by law to provide reasonable accommodations?

Q: What do I have to do to obtain reasonable accommodations?

Q: What is the “interactive process”?

Q: When can employer decline to provide accommodations for my disability?

Q: What can I do if an employer does not provide me with reasonable accommodations when it is required to do so?

If at any point you have questions about disabilities, medical conditions, potential accommodations, or feel that your rights to reasonable accommodations have been violated, feel free to contact us at (323) 693-8490 for further information.

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David Bibiyan is a distinguished attorney at Tomorrow Law, renowned for his expertise in employment law. With a strong focus on representing employees in various workplace disputes, he has become a trusted advocate for those facing discrimination, harassment, wrongful termination, and wage and hour issues. Bibiyan’s approach is characterized by a deep understanding of both state and federal employment laws, ensuring that his clients receive knowledgeable and effective representation. His commitment to justice is evident in his dedication to each case, where he meticulously works to secure the best possible outcomes for his clients. Bibiyan’s reputation is built on a foundation of successful case resolutions, marked by his skillful negotiation and, when necessary, aggressive litigation strategies. His work at Tomorrow Law reflects a genuine passion for defending workers’ rights and promoting fair employment practices.

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