Results Driven
Trial Attorneys
Committed To
Putting Our
Clients First

When Asking for Help at Work Turns Into a Legal Issue Key Takeaways: The FEHA interactive process is the timely, good faith dialogue California employers must have with employees who request accommodation for a known disability. Government Code § 12940 creates two distinct duties: providing reasonable accommodation under subdivision (m)(1) and engaging in the process itself under subdivision (n). A claim can exist even if no accommodation would have worked, though courts generally require showing that a reasonable accommodation was

How California Limits Harassment Damages When an Employee Does Not Report Key Takeaways: The avoidable consequences doctrine in California is a damages-reduction rule, not a liability shield, arising from State Department of Health Services v. Superior Court (2003) 31 Cal.4th 1026. Under FEHA, employers remain strictly liable for supervisor harassment, and the doctrine only limits recovery for harm an employee reasonably could have avoided by using internal complaint procedures. The employer carries the full burden under CACI No. 2526 to

When Taking Family Leave Costs You Your Job Key Takeaways: CFRA retaliation occurs when a California employer punishes an employee for requesting, taking, or participating in a proceeding about protected family or medical leave under Government Code § 12945.2. Eligible employees at companies with 5 or more workers may take up to 12 workweeks of job-protected leave in a 12-month period for serious health conditions, caring for covered family members or a "designated person," or bonding with a new child.