Reasonable Accommodations
Some workers may have a disability that would make them particularly susceptible to acquiring, or having particularly adverse symptoms if exposed to Covid-19. Under the Fair Employment and Housing Act, and the Americans with Disabilities Act, that employee may be entitled to reasonable accommodations, which could potentially include continued working from home.
To qualify for accommodations, the employee must be a qualified person with a disability and must be able to perform the essential functions of the position with, or without accommodations.
If a disabled employee lets an employer know of a need for accommodations, it begins a “good faith interactive process” to find an accommodation that works for all parties.
An accommodation is generally considered to be reasonable so long as it does not create an “undue hardship”, or significant difficulty or expense, on the employer.
RELIEF PROGRAMS FOR EMPLOYEES AFFECTED BY COVID-19 OR SHELTER IN PLACE
RELIEF PROGRAMS FOR EMPLOYERS AFFECTED BY COVID-19 or SHELTER IN PLACE
REMOTE WORK/TELECOMMUTING
OPENING BACK UP SAFELY
Employer Rights and Responsibilities
Case Results
- $61 million Verdict Two Lebanese-American employees subjected to outrageous racial and ethnic discrimination and harassment.
- $20 million Verdict Former timeshare sales representative was wrongfully terminated for reporting time share fraud on the elderly.
- $6.5 million Settlement Lawsuit brought by motorcyclist severely injured in accident caused by dangerous roadway condition.
- $6 million Settlement Wrongful death car accident case filed on behalf of family of woman killed in a head-on collision when defendant's car crossed the center line.
- $4.2 million Settlement Settlement reached with City of San Francisco for teen walking in crosswalk who suffered permanent brain injury after being struck by vehicle. City officials were informed intersection was dangerous and failed to make it safer.