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When Quitting Your Job Is Legally Treated Like Being Fired Key Takeaways: Constructive discharge under California employment law occurs when an employer creates or permits working conditions so intolerable that a reasonable person would have no alternative but to resign, treating that resignation like a termination. CACI No. 2510 requires both objectively intolerable conditions and proof the employee resigned because of them. The bar is high: conditions must be unusually aggravated or form a continuous pattern. Claims typically arise from

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