THE STOCKTON PERSONAL INJURY ATTORNEY WITH A REPUTATION YOU CAN TRUST
Practice Areas
Practice Areas
Disability Discrimination
Disability Discrimination
Facing a medical condition or disability should never put your livelihood at risk. Under California FEHA, we advocate for workers denied reasonable accommodations or fired after an injury, forcing employers to answer for discriminatory practices.
Facing a medical condition or disability should never put your livelihood at risk. Under California FEHA, we advocate for workers denied reasonable accommodations or fired after an injury, forcing employers to answer for discriminatory practices.
Legal Help for Employees With Disabilities and Medical Conditions
Legal Help for Employees With Disabilities and Medical Conditions
Legal Help for Employees With Disabilities and Medical Conditions
An injury, illness, or medical condition should not cost you your job. California’s Fair Employment and Housing Act (FEHA) prohibits employers from discriminating against employees because of a physical disability, mental disability, or medical condition. FEHA also requires employers to provide reasonable accommodations and to work with employees in good faith to find them.
Schwinghamer Law represents employees in Stockton, Lodi, Manteca, Tracy, Sacramento, and throughout the Central Valley who were fired, demoted, or denied accommodations because of a disability. Because our firm also handles personal injury cases, we often help people whose injuries from an accident led to problems at work. Call (209) 425-2520 or send us a message to discuss your situation.
An injury, illness, or medical condition should not cost you your job. California’s Fair Employment and Housing Act (FEHA) prohibits employers from discriminating against employees because of a physical disability, mental disability, or medical condition. FEHA also requires employers to provide reasonable accommodations and to work with employees in good faith to find them.
Schwinghamer Law represents employees in Stockton, Lodi, Manteca, Tracy, Sacramento, and throughout the Central Valley who were fired, demoted, or denied accommodations because of a disability. Because our firm also handles personal injury cases, we often help people whose injuries from an accident led to problems at work. Call (209) 425-2520 or send us a message to discuss your situation.
California Protects More Workers Than Federal Law
California Protects More Workers Than Federal Law
California Protects More Workers Than Federal Law
Many people are familiar with the federal Americans with Disabilities Act. California's protections are often broader:
Many people are familiar with the federal Americans with Disabilities Act. California's protections are often broader:
FEHA’s definition of “employer” includes any person regularly employing five or more persons, as well as the state, its political and civil subdivisions, and cities. (Gov. Code, § 12926, subd. (d).)
FEHA’s definition of “employer” includes any person regularly employing five or more persons, as well as the state, its political and civil subdivisions, and cities. (Gov. Code, § 12926, subd. (d).)
FEHA covers physical disabilities, mental disabilities, and medical conditions. (Gov. Code, § 12940, subd. (a); CACI No. 2540.)
FEHA covers physical disabilities, mental disabilities, and medical conditions. (Gov. Code, § 12940, subd. (a); CACI No. 2540.)
Under California law, a physical or mental disability requires a “limitation” on a major life activity, but not a “substantial limitation” as federal law requires. The Legislature has stated that this distinction “is intended to result in broader coverage under the law of this state than under that federal act.” (Gov. Code, § 12926.1, subd. (c).) Working is itself a major life activity. (Ibid.)
Under California law, a physical or mental disability requires a “limitation” on a major life activity, but not a “substantial limitation” as federal law requires. The Legislature has stated that this distinction “is intended to result in broader coverage under the law of this state than under that federal act.” (Gov. Code, § 12926.1, subd. (c).) Working is itself a major life activity. (Ibid.)
FEHA protects employees who have a history of a disability and employees whose employer treats them as if they have a disability, even if they do not. (CACI No. 2540, Directions for Use.)
FEHA protects employees who have a history of a disability and employees whose employer treats them as if they have a disability, even if they do not. (CACI No. 2540, Directions for Use.)
FEHA also protects employees who are discriminated against because of their association with someone who has a disability, such as a child or spouse. (CACI No. 2540, Directions for Use.)
FEHA also protects employees who are discriminated against because of their association with someone who has a disability, such as a child or spouse. (CACI No. 2540, Directions for Use.)
The Legislature has listed examples of conditions that can qualify, including HIV/AIDS, hepatitis, epilepsy, seizure disorder, diabetes, clinical depression, bipolar disorder, multiple sclerosis, and heart disease. (Gov. Code, § 12926.1, subd. (c).) Back and neck injuries, cancer, chronic pain, hearing or vision loss, anxiety, post-traumatic stress disorder, and injuries from car accidents or workplace accidents can also qualify. Whether a particular condition qualifies depends on the facts and the statutory definitions.
The Legislature has listed examples of conditions that can qualify, including HIV/AIDS, hepatitis, epilepsy, seizure disorder, diabetes, clinical depression, bipolar disorder, multiple sclerosis, and heart disease. (Gov. Code, § 12926.1, subd. (c).) Back and neck injuries, cancer, chronic pain, hearing or vision loss, anxiety, post-traumatic stress disorder, and injuries from car accidents or workplace accidents can also qualify. Whether a particular condition qualifies depends on the facts and the statutory definitions.
Three Types of Disability Claims Under FEHA
Three Types of Disability Claims Under FEHA
Three Types of Disability Claims Under FEHA
Disability cases often involve more than one claim. The three most common are disability discrimination, failure to provide reasonable accommodation, and failure to engage in the interactive process. Each is a separate legal claim with its own elements, and an employer can be liable for one even if it is not liable for the others.
Disability cases often involve more than one claim. The three most common are disability discrimination, failure to provide reasonable accommodation, and failure to engage in the interactive process. Each is a separate legal claim with its own elements, and an employer can be liable for one even if it is not liable for the others.
Three Types of Disability Claims Under FEHA
Three Types of Disability Claims Under FEHA
1. Disability Discrimination
1. Disability Discrimination
1. Disability Discrimination
Disability discrimination occurs when an employer takes adverse action against an employee because of the employee’s disability. (Gov. Code, § 12940, subd. (a).) To prove this claim, an employee generally must show that the employer knew about the condition, that the employee could perform the essential duties of the job with or without reasonable accommodation, that the employer took an adverse action such as termination or demotion, and that the disability was a substantial motivating reason for that action. (CACI No. 2540.)
The employee does not need to prove that the disability was the only reason for the decision. In Harris v. City of Santa Monica (2013) 56 Cal.4th 203, the California Supreme Court explained that “proof that discrimination was a substantial factor in an employment decision triggers the deterrent purpose of the FEHA and thus exposes the employer to liability, even if other factors would have led the employer to make the same decision at the time.” (Id. at p. 232.) The employee also does not need to prove that the employer held any personal ill will toward the employee. (CACI No. 2540.)
Disability discrimination occurs when an employer takes adverse action against an employee because of the employee’s disability. (Gov. Code, § 12940, subd. (a).) To prove this claim, an employee generally must show that the employer knew about the condition, that the employee could perform the essential duties of the job with or without reasonable accommodation, that the employer took an adverse action such as termination or demotion, and that the disability was a substantial motivating reason for that action. (CACI No. 2540.)
The employee does not need to prove that the disability was the only reason for the decision. In Harris v. City of Santa Monica (2013) 56 Cal.4th 203, the California Supreme Court explained that “proof that discrimination was a substantial factor in an employment decision triggers the deterrent purpose of the FEHA and thus exposes the employer to liability, even if other factors would have led the employer to make the same decision at the time.” (Id. at p. 232.) The employee also does not need to prove that the employer held any personal ill will toward the employee. (CACI No. 2540.)
Three Types of Disability Claims Under FEHA
Three Types of Disability Claims Under FEHA
2. Failure to Provide Reasonable Accommodation
2. Failure to Provide Reasonable Accommodation
2. Failure to Provide Reasonable Accommodation
FEHA requires employers to make reasonable accommodation for the known physical or mental disability of an employee, unless the employer proves the accommodation would cause undue hardship to its operation. (Gov. Code, § 12940, subd. (m)(1).) An employer can violate this duty even if it never fires or demotes the employee. (See CACI No. 2541.)
FEHA requires employers to make reasonable accommodation for the known physical or mental disability of an employee, unless the employer proves the accommodation would cause undue hardship to its operation. (Gov. Code, § 12940, subd. (m)(1).) An employer can violate this duty even if it never fires or demotes the employee. (See CACI No. 2541.)
California's jury instructions list examples of reasonable accommodations (CACI No. 2542):
California's jury instructions list examples of reasonable accommodations (CACI No. 2542):
Making the workplace readily accessible to and usable by employees with disabilities
Making the workplace readily accessible to and usable by employees with disabilities
Changing job responsibilities or work schedules
Changing job responsibilities or work schedules
Reassigning the employee to a vacant position
Reassigning the employee to a vacant position
Modifying or providing equipment or devices
Modifying or providing equipment or devices
Modifying tests or training materials
Modifying tests or training materials
Providing qualified interpreters or readers
Providing qualified interpreters or readers
Providing other similar accommodations for an individual with a disability
Providing other similar accommodations for an individual with a disability
In practice, accommodations often include modified duties, a temporary leave of absence, a schedule change, ergonomic equipment, permission to sit or take breaks, or transfer to an open position the employee can perform. The employer does not always have to provide the accommodation the employee prefers. “If more than one accommodation is reasonable, an employer makes a reasonable accommodation if it selects one of those accommodations in good faith.” (CACI No. 2542.)
In practice, accommodations often include modified duties, a temporary leave of absence, a schedule change, ergonomic equipment, permission to sit or take breaks, or transfer to an open position the employee can perform. The employer does not always have to provide the accommodation the employee prefers. “If more than one accommodation is reasonable, an employer makes a reasonable accommodation if it selects one of those accommodations in good faith.” (CACI No. 2542.)
Three Types of Disability Claims Under FEHA
Three Types of Disability Claims Under FEHA
3. Failure to Engage in the Interactive Process
3. Failure to Engage in the Interactive Process
3. Failure to Engage in the Interactive Process
When an employee with a known disability requests an accommodation, the employer must engage in a timely, good-faith interactive process with the employee to determine whether an effective reasonable accommodation can be made. (Gov. Code, § 12940, subd. (n); CACI No. 2546.) In practical terms, the employer must communicate with the employee, consider the employee’s medical restrictions, and explore possible solutions.
Employers violate this duty when they ignore accommodation requests, delay for weeks or months without explanation, refuse to consider any option other than full duty, or end the conversation before exploring available alternatives.
When an employee with a known disability requests an accommodation, the employer must engage in a timely, good-faith interactive process with the employee to determine whether an effective reasonable accommodation can be made. (Gov. Code, § 12940, subd. (n); CACI No. 2546.) In practical terms, the employer must communicate with the employee, consider the employee’s medical restrictions, and explore possible solutions.
Employers violate this duty when they ignore accommodation requests, delay for weeks or months without explanation, refuse to consider any option other than full duty, or end the conversation before exploring available alternatives.
Essential Duties and Marginal Duties
Essential Duties and Marginal Duties
Essential Duties and Marginal Duties
An employee bringing a disability discrimination claim must be able to perform the essential duties of the job, with or without reasonable accommodation. (Green v. State of California (2007) 42 Cal.4th 254, 257-258.) Employers sometimes try to defeat claims by describing every task as essential.
The law distinguishes essential duties from marginal ones, and “essential functions” do not include the marginal functions of the position. (Gov. Code, § 12926, subd. (f).) California’s jury instructions explain that “‘Marginal duties’ are those that, if not performed would not eliminate the need for the job, or those that could be readily performed by another employee, or those that could be performed in another way.” (CACI No. 2543.) If an employee cannot perform a marginal task because of a disability, that task generally cannot be the basis for denying the employee the job. Evidence of what is essential includes written job descriptions, the amount of time spent on the task, and the experiences of others who have held the job. (Ibid.)
An employee bringing a disability discrimination claim must be able to perform the essential duties of the job, with or without reasonable accommodation. (Green v. State of California (2007) 42 Cal.4th 254, 257-258.) Employers sometimes try to defeat claims by describing every task as essential.
The law distinguishes essential duties from marginal ones, and “essential functions” do not include the marginal functions of the position. (Gov. Code, § 12926, subd. (f).) California’s jury instructions explain that “‘Marginal duties’ are those that, if not performed would not eliminate the need for the job, or those that could be readily performed by another employee, or those that could be performed in another way.” (CACI No. 2543.) If an employee cannot perform a marginal task because of a disability, that task generally cannot be the basis for denying the employee the job. Evidence of what is essential includes written job descriptions, the amount of time spent on the task, and the experiences of others who have held the job. (Ibid.)
Common Disability Discrimination Scenarios
Common Disability Discrimination Scenarios
Common Disability Discrimination Scenarios
The disability cases we see in the Central Valley often follow familiar patterns:
The disability cases we see in the Central Valley often follow familiar patterns:
An employee is fired shortly after disclosing a diagnosis or requesting an accommodation
An employee is fired shortly after disclosing a diagnosis or requesting an accommodation
An employee returning from medical leave with work restrictions is told there is no work available
An employee returning from medical leave with work restrictions is told there is no work available
An employer requires employees to be fully released to full duty before returning, without considering accommodations
An employer requires employees to be fully released to full duty before returning, without considering accommodations
An employer refuses to consider reassignment to a vacant position the employee could perform
An employer refuses to consider reassignment to a vacant position the employee could perform
An employee with a mental health condition is disciplined for symptoms the employer was asked to accommodate
An employee with a mental health condition is disciplined for symptoms the employer was asked to accommodate
A state or local government employee faces medical demotion or separation without a meaningful interactive process
A state or local government employee faces medical demotion or separation without a meaningful interactive process
An employee injured in a car accident or on the job is terminated when the injury causes temporary restrictions
An employee injured in a car accident or on the job is terminated when the injury causes temporary restrictions
Disability Rights, Medical Leave, and Workplace Injuries
Disability Rights, Medical Leave, and Workplace Injuries
Disability Rights, Medical Leave, and Workplace Injuries
Disability claims frequently overlap with other rights. A disability may also be a serious health condition that qualifies for protected leave under the California Family Rights Act.
A workplace injury can lead to both a workers’ compensation claim and a disability discrimination claim. These claims are handled in different systems and provide different remedies. If your employer let you go after an on-the-job injury, the workers’ compensation system may not fully address what happened.
Disability claims frequently overlap with other rights. A disability may also be a serious health condition that qualifies for protected leave under the California Family Rights Act.
A workplace injury can lead to both a workers’ compensation claim and a disability discrimination claim. These claims are handled in different systems and provide different remedies. If your employer let you go after an on-the-job injury, the workers’ compensation system may not fully address what happened.
Retaliation for Requesting an Accommodation
Retaliation for Requesting an Accommodation
Retaliation for Requesting an Accommodation
FEHA also prohibits retaliation against employees who exercise their rights. (Gov. Code, § 12940, subd. (h).) It is unlawful for an employer to retaliate against an employee for requesting an accommodation, “regardless of whether the request was granted.” (Id., subd. (m)(2).) If your employer disciplined, demoted, or fired you after you requested an accommodation or complained about disability discrimination, you may have a retaliation claim in addition to your other claims.
FEHA also prohibits retaliation against employees who exercise their rights. (Gov. Code, § 12940, subd. (h).) It is unlawful for an employer to retaliate against an employee for requesting an accommodation, “regardless of whether the request was granted.” (Id., subd. (m)(2).) If your employer disciplined, demoted, or fired you after you requested an accommodation or complained about disability discrimination, you may have a retaliation claim in addition to your other claims.
What Compensation Can You Recover?
What Compensation Can You Recover?
What Compensation Can You Recover?
Depending on the facts, an employee who proves disability discrimination, failure to accommodate, or failure to engage in the interactive process may recover:
Depending on the facts, an employee who proves disability discrimination, failure to accommodate, or failure to engage in the interactive process may recover:
Lost wages and benefits
Lost wages and benefits
Future lost earnings if you cannot return to comparable work
Future lost earnings if you cannot return to comparable work
Damages for emotional distress
Damages for emotional distress
Reasonable attorney's fees and costs (Gov. Code, § 12965, subd. (c)(6))
Reasonable attorney's fees and costs (Gov. Code, § 12965, subd. (c)(6))
Punitive damages in some cases against private employers
Punitive damages in some cases against private employers
Reinstatement or other relief, in appropriate cases
Reinstatement or other relief, in appropriate cases
How Long Do You Have to File?
How Long Do You Have to File?
How Long Do You Have to File?
Before filing a FEHA lawsuit, an employee generally must file a complaint with the California Civil Rights Department and obtain a right-to-sue notice. The complaint generally must be filed within three years of the discriminatory act. (Gov. Code, § 12960, subd. (e)(5).) After receiving a right-to-sue notice, the employee generally has one year from the date of the notice to file a lawsuit. (Gov. Code, § 12965, subd. (c)(1)(D).)
Some situations involve additional deadlines, including claims against public employers. Contact an employment lawyer promptly so no deadline is missed.
Before filing a FEHA lawsuit, an employee generally must file a complaint with the California Civil Rights Department and obtain a right-to-sue notice. The complaint generally must be filed within three years of the discriminatory act. (Gov. Code, § 12960, subd. (e)(5).) After receiving a right-to-sue notice, the employee generally has one year from the date of the notice to file a lawsuit. (Gov. Code, § 12965, subd. (c)(1)(D).)
Some situations involve additional deadlines, including claims against public employers. Contact an employment lawyer promptly so no deadline is missed.
Steps to Protect Your Rights
Steps to Protect Your Rights
Steps to Protect Your Rights
Tell your employer about your condition and your work restrictions, and request accommodation in writing when possible.
Tell your employer about your condition and your work restrictions, and request accommodation in writing when possible.
Keep copies of doctor's notes, work restriction forms, and all accommodation requests and responses.
Keep copies of doctor's notes, work restriction forms, and all accommodation requests and responses.
Suggest accommodations that would allow you to do your job, and stay engaged in the process.
Suggest accommodations that would allow you to do your job, and stay engaged in the process.
Write down the dates and content of conversations about your condition or accommodation.
Write down the dates and content of conversations about your condition or accommodation.
Save performance reviews that show your work before the disability or accommodation request.
Save performance reviews that show your work before the disability or accommodation request.
Contact an employment lawyer if your employer denies your request, stops responding, or takes action against you.
Contact an employment lawyer if your employer denies your request, stops responding, or takes action against you.
Why Work With Schwinghamer Law?
Experience with injuries and medical evidence. Our personal injury practice gives us experience working with medical records, treating physicians, and work restrictions, which are often central to disability cases.
Trial experience. Our firm has been part of trial teams that obtained verdicts from San Joaquin County juries, including a $1.8 million employment verdict against a state agency.
Experience with public employers. Many of our clients work for state and local government agencies.
Contingency fee representation. We handle disability discrimination cases on a contingency fee basis, so you do not pay attorney's fees up front.
Why Work With Schwinghamer Law?
Experience with injuries and medical evidence. Our personal injury practice gives us experience working with medical records, treating physicians, and work restrictions, which are often central to disability cases.
Trial experience. Our firm has been part of trial teams that obtained verdicts from San Joaquin County juries, including a $1.8 million employment verdict against a state agency.
Experience with public employers. Many of our clients work for state and local government agencies.
Contingency fee representation. We handle disability discrimination cases on a contingency fee basis, so you do not pay attorney's fees up front.
Why Work With Schwinghamer Law?
Experience with injuries and medical evidence. Our personal injury practice gives us experience working with medical records, treating physicians, and work restrictions, which are often central to disability cases.
Trial experience. Our firm has been part of trial teams that obtained verdicts from San Joaquin County juries, including a $1.8 million employment verdict against a state agency.
Experience with public employers. Many of our clients work for state and local government agencies.
Contingency fee representation. We handle disability discrimination cases on a contingency fee basis, so you do not pay attorney's fees up front.
Disability Discrimination FAQs
Disability Discrimination FAQs
Disability Discrimination FAQs
What counts as a disability under California law?
What counts as a disability under California law?
California’s Fair Employment and Housing Act protects employees with physical disabilities, mental disabilities, and medical conditions, as defined by statute. Under California law, a condition must limit a major life activity, such as working, but the limitation does not need to be substantial. (Gov. Code, § 12926.1, subd. (c).) FEHA also protects employees with a history of disability and employees whose employers treat them as disabled. (CACI No. 2540, Directions for Use.)
California’s Fair Employment and Housing Act protects employees with physical disabilities, mental disabilities, and medical conditions, as defined by statute. Under California law, a condition must limit a major life activity, such as working, but the limitation does not need to be substantial. (Gov. Code, § 12926.1, subd. (c).) FEHA also protects employees with a history of disability and employees whose employers treat them as disabled. (CACI No. 2540, Directions for Use.)
How many employees does my employer need for FEHA to apply?
How many employees does my employer need for FEHA to apply?
FEHA’s definition of “employer” includes any person regularly employing five or more persons, as well as public employers. (Gov. Code, § 12926, subd. (d).) This is a lower threshold than federal law, which means many employees of small businesses in the Central Valley are protected.
FEHA’s definition of “employer” includes any person regularly employing five or more persons, as well as public employers. (Gov. Code, § 12926, subd. (d).) This is a lower threshold than federal law, which means many employees of small businesses in the Central Valley are protected.
What is a reasonable accommodation?
What is a reasonable accommodation?
A reasonable accommodation is a change to the workplace or the job that allows an employee with a disability to perform the essential duties of the job or to enjoy the same benefits and privileges of employment as other employees. (CACI No. 2542.) Examples include modified schedules, changed job duties, equipment, a leave of absence, and reassignment to a vacant position.
A reasonable accommodation is a change to the workplace or the job that allows an employee with a disability to perform the essential duties of the job or to enjoy the same benefits and privileges of employment as other employees. (CACI No. 2542.) Examples include modified schedules, changed job duties, equipment, a leave of absence, and reassignment to a vacant position.
What is the interactive process?
What is the interactive process?
The interactive process is a timely, good-faith discussion between an employer and an employee about whether a reasonable accommodation can be made. (Gov. Code, § 12940, subd. (n); CACI No. 2546.) An employer that ignores an accommodation request or refuses to discuss options can be liable for failing to engage in the interactive process.
The interactive process is a timely, good-faith discussion between an employer and an employee about whether a reasonable accommodation can be made. (Gov. Code, § 12940, subd. (n); CACI No. 2546.) An employer that ignores an accommodation request or refuses to discuss options can be liable for failing to engage in the interactive process.
Can my employer require me to be 100 percent healed before I return to work?
Can my employer require me to be 100 percent healed before I return to work?
A policy that refuses to return employees until they have no restrictions can conflict with the employer’s duties to provide reasonable accommodation and engage in the interactive process. If your employer would not let you return with restrictions that could have been accommodated, you may have a claim.
A policy that refuses to return employees until they have no restrictions can conflict with the employer’s duties to provide reasonable accommodation and engage in the interactive process. If your employer would not let you return with restrictions that could have been accommodated, you may have a claim.
Does my employer have to give me the accommodation I asked for?
Does my employer have to give me the accommodation I asked for?
Not always. “If more than one accommodation is reasonable, an employer makes a reasonable accommodation if it selects one of those accommodations in good faith.” (CACI No. 2542.) The employer must provide an accommodation that is effective, but it may choose among reasonable options.
Not always. “If more than one accommodation is reasonable, an employer makes a reasonable accommodation if it selects one of those accommodations in good faith.” (CACI No. 2542.) The employer must provide an accommodation that is effective, but it may choose among reasonable options.
I was fired after a car accident left me with work restrictions. Do I have a case?
I was fired after a car accident left me with work restrictions. Do I have a case?
You may. An injury from a car accident or other incident can be a disability under FEHA, and an employer that fires an employee because of resulting restrictions, without considering reasonable accommodation, may be liable. Because Schwinghamer Law handles both personal injury and employment cases, we can evaluate both sides of your situation.
You may. An injury from a car accident or other incident can be a disability under FEHA, and an employer that fires an employee because of resulting restrictions, without considering reasonable accommodation, may be liable. Because Schwinghamer Law handles both personal injury and employment cases, we can evaluate both sides of your situation.
How long do I have to file a disability discrimination claim?
How long do I have to file a disability discrimination claim?
You generally must file a complaint with the California Civil Rights Department within three years, and then file a lawsuit within one year after receiving a right-to-sue notice. (Gov. Code, §§ 12960, subd. (e)(5), 12965, subd. (c)(1)(D).) Claims against public employers can involve additional requirements, so contact a lawyer promptly.
You generally must file a complaint with the California Civil Rights Department within three years, and then file a lawsuit within one year after receiving a right-to-sue notice. (Gov. Code, §§ 12960, subd. (e)(5), 12965, subd. (c)(1)(D).) Claims against public employers can involve additional requirements, so contact a lawyer promptly.
Talk to a Stockton Disability Discrimination Lawyer
Talk to a Stockton Disability Discrimination Lawyer
Talk to a Stockton Disability Discrimination Lawyer
If your employer fired you, refused to accommodate your disability, or would not work with you to find a solution, Schwinghamer Law can help. We represents employees in Stockton, Lodi, Manteca, Tracy, Sacramento, and throughout the Central Valley.
If your employer fired you, refused to accommodate your disability, or would not work with you to find a solution, Schwinghamer Law can help. We represents employees in Stockton, Lodi, Manteca, Tracy, Sacramento, and throughout the Central Valley.
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© 2026 Schwinghamer Law. All Rights Reserved. The information on this website is for general information purposes only and should not be taken as legal advice for any individual case or situation. Past results do not guarantee, warrant, or predict future outcomes; every case is different. Viewing this site does not create, and receipt of this information does not constitute, an attorney-client relationship.
© 2026 Schwinghamer Law. All Rights Reserved. The information on this website is for general information purposes only and should not be taken as legal advice for any individual case or situation. Past results do not guarantee, warrant, or predict future outcomes; every case is different. Viewing this site does not create, and receipt of this information does not constitute, an attorney-client relationship.
Popular Links
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© 2026 Schwinghamer Law. All Rights Reserved. The information on this website is for general information purposes only and should not be taken as legal advice for any individual case or situation. Past results do not guarantee, warrant, or predict future outcomes; every case is different. Viewing this site does not create, and receipt of this information does not constitute, an attorney-client relationship.