Skilled Disability Accommodation Attorneys Serving Riverside, CA
Understanding Disability Discrimination
Disability discrimination arises when an individual is unfairly disadvantaged or excluded based on a disability, whether in employment, housing, education, or public services. Under the Americans with Disabilities Act (ADA), such actions are prohibited, and employers are mandated to offer reasonable accommodations to enable equal participation and performance.
This isn’t about favoritism—it’s about equity. Discrimination might stem from conditions like chronic illnesses, mobility challenges, mental health issues, or sensory impairments. California’s Fair Employment and Housing Act (FEHA) extends even broader safeguards, often covering more employers and providing enhanced remedies compared to federal law. If you’ve encountered barriers related to your disability, including issues tied to age, race, or other protected characteristics, consulting a knowledgeable Riverside disability discrimination attorney is key to navigating these protections effectively.
Our Dedication to Advocacy and Equality
With decades of experience at Winer, Burritt, Scott & Jacobs, LLP, we tackle disability discrimination head-on, ensuring violators are held responsible under both state and federal statutes. Our disability discrimination lawyers aren’t just litigators; we’re changemakers, striving for environments where inclusivity is the norm.
We support you by:
- Conducting Thorough Investigations: Collecting robust evidence, including witness statements and records, to build an airtight case.
- Crafting Personalized Legal Strategies: Tailoring our approach to your specific circumstances for optimal outcomes.
- Providing Comprehensive Guidance: From initial EEOC or DFEH filings to mediation, settlement talks, or trial, we’re your steadfast ally.
By leveraging our expertise in ADA, FEHA, and related laws, we’ve secured over $225 million for clients, demonstrating our proven track record in high-stakes discrimination cases.
Identifying Common Forms of Disability Discrimination
Disability bias isn’t always overt—it can manifest subtly or systematically. Key examples include:
- Refusal to hire, promote, or retain qualified individuals due to perceived limitations.
- Denial of essential accommodations, such as ergonomic setups or remote work options.
- Creation of a hostile atmosphere through derogatory comments, isolation, or undue scrutiny.
- Retaliation for asserting rights, like requesting modifications or reporting violations.
- Failure to engage in the required interactive dialogue to explore feasible solutions.
Recognizing these patterns early can strengthen your claim. If they’ve affected your career or well-being in Riverside, reach out to our team for a confidential review.
Ensuring Equal Access and Opportunities
Whether your disability is congenital, injury-related, or developed over time, you deserve unrestricted access to employment and advancement. Sadly, some Riverside employers overlook or violate anti-discrimination mandates, perpetuating inequality. Our firm is committed to upholding the ADA and FEHA, empowering you to thrive without fear of prejudice.
Securing Your Entitlement to Reasonable Accommodations
Qualified individuals with disabilities are legally entitled to accommodations that don’t impose undue hardship on employers. This interactive process should identify practical adjustments, such as:
- Workspace Alterations: Adding accessible features like adjustable desks, voice-activated software, or improved lighting.
- Role Adjustments: Reassigning non-essential duties or allowing part-time schedules.
- Medical Leave Provisions: Extended unpaid time for recovery, therapy, or ongoing care.
- Assistive Technologies: Supplying screen readers, amplified devices, or specialized software.
- Policy Modifications: Flexible breaks for medication or hybrid work arrangements to manage symptoms.
If your employer has stonewalled this process or denied valid requests, it could form the basis of a compelling discrimination lawsuit.
What Compensation and Remedies Can You Pursue?
Victims of disability discrimination may recover significant damages, including:
- Back Pay and Front Pay: For lost earnings, bonuses, and future income potential.
- Emotional Distress Awards: Compensation for anxiety, depression, or humiliation endured.
- Punitive Damages: In egregious cases, to penalize willful misconduct.
- Injunctive Relief: Court-ordered changes, such as anti-discrimination training, policy updates, or reinstatement.
Our Riverside disability discrimination lawyers also advocate for systemic reforms, like enhanced inclusivity programs, to prevent recurrence and benefit the broader community.
Understanding the Statute of Limitations for Disability Discrimination Claims in California
Here’s a breakdown of the statute of limitations for filing a disability discrimination claim in California, under both state and federal law:
Under California Law (FEHA – Fair Employment and Housing Act):
- You have three (3) years from the date of the last discriminatory act to file a complaint with the California Civil Rights Department (CRD) (formerly the DFEH).
- This applies to disability discrimination in hiring, firing, promotions, failure to accommodate, retaliation, or any other adverse employment action.
- Once the CRD issues a Right-to-Sue Notice, you typically have one year from that date to file a lawsuit in civil court.
Under Federal Law (ADA – Americans with Disabilities Act):
- You must file a charge with the Equal Employment Opportunity Commission (EEOC) within:
- 300 days of the discriminatory act if there’s a corresponding state law (like FEHA) that also applies — which is almost always the case in California.
- 180 days if FEHA does not apply (rare).
Timing Matters:
- These deadlines are strict. Missing them can permanently bar your ability to seek compensation or legal remedy.
- The clock generally starts on the date the discriminatory action occurred, not when you discover its impact.
- If you were part of a continuing pattern of discrimination, the deadline may be based on the last incident in that pattern.
Navigating these timelines can be complex. Consult a disability discrimination attorney in California as soon as possible. At Winer, Burritt, Scott & Jacobs, LLP, we can help preserve your rights and begin the administrative process promptly.
Frequently Asked Disability Discrimination Questions
Which laws protect disabled employees in Riverside?
The California Fair Employment and Housing Act (FEHA) and the Americans with Disabilities Act (ADA) both prohibit employers from discriminating against qualified individuals with disabilities. FEHA offers broader protections and applies to more employers than the federal ADA.
What qualifies as a disability under California law?
Under FEHA, a disability can be a physical or mental impairment that limits a major life activity. This includes conditions like mobility impairments, chronic illnesses, mental health disorders, learning disabilities, and more. The definition is intentionally broad.
Do I have to tell my employer about my disability?
Disclosure is not legally required unless you’re requesting a reasonable accommodation. Even then, you only need to provide enough information to support the request—not detailed medical records.
What is a “reasonable accommodation” in the workplace?
A reasonable accommodation is any change or adjustment to a job, work environment, or policy that enables a person with a disability to perform essential job functions. Examples include modified work schedules, ergonomic equipment, or remote work options.
Can my employer deny my request for an accommodation?
An employer can only deny a reasonable accommodation if it creates an undue hardship—meaning significant difficulty or expense for the business. Blanket refusals without meaningful consideration may violate FEHA or ADA requirements.
What should I do if I believe I’ve been discriminated against because of a disability?
Document the incident(s), report the issue to HR in writing, and consult a Riverside disability discrimination lawyer as soon as possible. You may be entitled to file a claim with the California Civil Rights Department (CRD) or the Equal Employment Opportunity Commission (EEOC).
Can I be fired for having a disability or asking for accommodations?
No. It is illegal for employers to terminate or retaliate against employees for having a disability or requesting accommodations. If this happens, you may have a claim for wrongful termination and retaliation under state or federal law.
How long do I have to file a disability discrimination claim in California?
You generally have three years to file a claim under FEHA with the CRD, but only 180 to 300 days for federal ADA claims through the EEOC, depending on the circumstances. It’s crucial to act quickly to preserve your rights.
Why Partner with Our Riverside Disability Discrimination Lawyer?
Navigating disability claims requires nuanced expertise—our firm delivers it with compassion and tenacity. Voted #1 in 2025, we’re honored for our client-focused results and aggressive representation against even the most formidable opponents. We practice exclusively in California, ensuring deep familiarity with local nuances in Riverside and beyond.
Don’t navigate this alone. Contact our Riverside disability discrimination attorneys today for a free, no-obligation consultation. At Winer, Burritt, Scott & Jacobs, LLP, we take on the largest firms, toughest insurance defense lawyers and biggest corporations with confidence to ensure justice and compensation for our clients.