California disability law is significantly more protective than federal ADA.
Under California FEHA (Gov. Code § 12940), employers must engage in a good-faith interactive process to identify reasonable accommodations. Failure to engage in the process is itself an FEHA violation, separate from failure to accommodate.
What we handle in these cases.
When disability discrimination cases come into the firm, they usually break down into a few recurring patterns.
- Case intake and initial evaluation
- Evidence preservation and demand letter
- Negotiation, mediation, or arbitration
- Litigation and trial preparation when needed
What California law says.
California statutes, applicable Labor Code sections, and controlling case law govern each of these claims. Deadlines vary. Free consultation covers the specific statute of limitations for your situation.
If you requested an accommodation and were told 'no' without a conversation, that lack of interactive process is a violation regardless of whether the accommodation would have worked.
How the case actually gets built.
Every case John accepts follows the same structural approach. Preserve the evidence early. Interview witnesses while memory is fresh. Get the documentary record — HR file, medical records, police reports, ELD data, surveillance video — under a preservation letter before it disappears. Frame the case for trial from day one, even if it settles at mediation months later.
Disability Discrimination cases at the firm follow the same discipline that runs through every John Ramirez case: preserve evidence early, build the case around the documentary record, and prepare for trial even if the case will settle. Trial preparation is what generates leverage at mediation.
Fees and timeline.
Contingency fee. No fee unless we recover.
The interactive process is not optional. Skipping it is a claim on its own.
Ready to talk?
Consultations are free and confidential. When you call the firm, you speak with John. Same-day response. Se habla español.