California disability discrimination in employment happens more often than most employees realize. If you’re dealing with a temporary or permanent disability or medical condition, the law expects your employer to work with you to identify solutions that keep you employed. Instead, many employees find themselves ignored, pressured to return before they’re medically cleared, or pushed out the door the moment their condition becomes inconvenient.
I’m Matt Ruggles and I’ve been practicing employment law in California for more than 30 years. I’ve represented hundreds of California employees who were denied simple, lawful accommodations, written up for restrictions their doctors required, or terminated while they were still recovering. It doesn’t take much for an employer’s misunderstanding, or indifference, to turn a legitimate disability or health issue into a career setback.
I wrote this guide because disability accommodation remains one of the least understood areas of California employment law. Employers routinely fail to grasp how the Fair Employment and Housing Act (FEHA) actually works. The FEHA requires them to take multiple steps once they learn an employee has limitations related to a disability. That includes recognizing when a condition qualifies as a disability, starting a timely interactive process, evaluating functional restrictions, and exploring reasonable accommodations that would allow the employee to keep performing the essential parts of the job. When employers skip these steps, rush the process, or terminate an employee rather than working through the required analysis, the result is often a clear case of employee disability discrimination in California.
This guide explains what your employer must do under the FEHA, the mistakes they commonly make, and what steps you can take as an employee to protect your job and your rights when you need disability accommodations.
What the FEHA Requires in California Disability Discrimination in Employment
California’s Fair Employment and Housing Act is the primary law that protects employees with disabilities. The FEHA applies to most employers in the state and requires them to treat disability-related limitations as a shared problem to solve, not an excuse to discipline or terminate the employee. The law defines disability broadly. It includes temporary conditions, chronic medical conditions, mental health impairments, and any physical or mental limitation that makes any major life activity more difficult.
Once an employer becomes aware that an employee has a disability or needs an accommodation, the FEHA imposes specific legal duties. The employer cannot rely on general policies, rigid rules, or assumptions about what the employee can or cannot do. The FEHA requires an individualized assessment grounded in the employee’s actual functional limitations, not stereotypes or convenience.
If you’re reading this because your employer ignored your disability, refused accommodations, or pushed you out after medical leave, you’re not alone. I’ve handled these situations for decades and I know how quickly a simple request for help can turn into a termination. If you want clarity on your rights or need guidance on your next step, call me at the Ruggles Law Firm at 916-758-8058. I represent California employees in these situations every day.
How the FEHA Protects Disabled Employees in California
The FEHA offers some of the strongest disability protections in the country. The law requires employers to work collaboratively with employees to determine what accommodations would allow them to perform the essential functions of their job. This includes:
- starting and maintaining a timely, good faith interactive process;
- reviewing the employee’s medical restrictions and evaluating how they affect essential job duties;
- identifying reasonable accommodations such as modified duties, a leave of absence, adjusted schedules, temporary limitations, or reassignment to a vacant position; and
- avoiding blanket rules like “must return at full capacity” or “must be 100%” that ignore the required individualized analysis.
The FEHA also prohibits employers from disciplining, demoting, or terminating an employee because of disability-related limitations or because the employee requested an accommodation. Terminations that follow a request for leave, a medical note, or a discussion about restrictions often signal that the employer either misunderstood or ignored its obligations under the law.
If these protections were not followed, the employer may have engaged in disability discrimination.
If you want to understand how California law protects workers from discrimination and retaliation, read my article FEHA: How It Protects California Employees.
Key Takeaways About California Disability Discrimination in Employment
- The FEHA protects disabled employees, even if the disability is temporary, and it requires employers to follow a specific process when a disability affects work. If they skip steps, the law considers that a problem.
- You do not need to use special legal language to trigger your employer’s duties. Once the employer knows you have a disability, the FEHA process begins.
- Your doctor’s physical or functional restrictions control the conversation. Employers must evaluate functional limits and cannot override them with internal staff opinions.
- The interactive process is mandatory. Employers should meet with you, discuss your limitations, and explore reasonable accommodations that allow you to keep working.
- A leave of absence is not the only option. Employers must consider modified duties, reduced hours, equipment changes, schedule adjustments, remote work, and reassignment before ending your employment.
- Termination after leave is a red flag. If your employer fired you as soon as your leave ended without discussing alternatives, that is often disability discrimination under the FEHA.
- Documentation matters. Emails, doctor notes listing restrictions, return-to-work notes, and written requests often decide these cases. Preserve everything.
- You have options, including filing with the California Civil Rights Department or speaking with an employment attorney if you think your rights were ignored.
When a Disability Triggers FEHA Duties
How to Notify Your Employer of a Disability Under the California FEHA
Under the FEHA, a disability includes a wide range of physical and mental impairments, including many temporary limitations. You do not need a visible disability or a long-term diagnosis for the law to apply. If your condition limits major life activities or affects how you can perform key aspects of your job, the FEHA considers it a disability.
An employer’s duties begin as soon as they know, or should know, that you need support. You do not need to recite legal phrases or formally request an “accommodation.” It is enough to explain that you have limitations, describe what you cannot safely do, or provide information that signals you need adjustments at work. Once the employer has that information, they must engage in the interactive process. If they ignore your disclosure or pretend they didn’t understand it, they are already drifting into FEHA violations.
Practical guidance for employees
- Put your notice in writing whenever possible. A simple email describing your limitations is more than enough to trigger the process.
- Keep copies of every communication, including any notes you provide.
- If the employer later claims they “didn’t know,” your written documentation will undercut that excuse immediately.
If you’re not sure whether you have to tell your employer about your disability in order to get protections, read my blog: Reporting My Disability: Do I Need To Notify My Employer?
How to Provide Functional Medical Documentation Under the FEHA
Once an employer knows you have a disability, they may ask for documentation. Under the FEHA, they are entitled only to information that describes your functional limitations, not your underlying disability or medical condition. They are not entitled to your full medical records or private background information.
A functional medical note should explain:
- the specific restrictions you have;
- the expected duration of those restrictions;
- the expected return-to-work date; and
- how the disability affects essential job tasks.
This information helps drive the interactive process because it allows everyone to work from the same set of functional facts. It also prevents the employer from claiming they lacked clarity or could not evaluate possible accommodations.
At the same time, employees should avoid handing over broad medical files or unrelated health details. Employers often misuse that information or claim it changes the analysis. The FEHA limits what they may request, and you have the right to insist the request stay focused on functional limits.
Practical guidance for employees
- Ask your provider to write a clear, functional note that focuses on restrictions, not diagnoses, that includes a definite return-to-work date.
- Decline any request for full medical records and ask the employer to explain why they need more than functional limitations.
- If the employer later mischaracterizes your restrictions, your documentation becomes critical evidence.
Evaluating Disability Duration Under FEHA
How Employers Misjudge Duration in California Disability Discrimination Cases
Under the FEHA, an employer has to evaluate your disability based on facts, functional limitations, and medical information, not assumptions, impatience, or internal convenience. Employers routinely get this wrong. They minimize the duration of a disability, pressure employees to return before they are medically cleared, or rely on rigid return dates as if those dates were a legal command rather than a medical estimate.
Some employers treat the date on a doctor’s note as carved in stone, ignoring the reality that recovery is a moving target. Others jump to the conclusion that a disability is “permanent” without any real medical basis. That shortcut lets them avoid considering improved conditions, treatment plans, or alternative accommodations. These approaches violate the FEHA because the law demands an individualized, good faith evaluation over time, not a quick judgment that closes the door on solutions.
Why the FEHA Requires an Individualized Disability-Accommodation Analysis
The FEHA requires employers to evaluate both your functional restrictions and how those restrictions affect essential job functions. The analysis must be individualized. It must consider how long the restrictions are likely to last and whether they may improve. Employers also have to assess what accommodations could bridge the gap during the recovery period. That may include short periods of leave, reduced hours, modified duties, schedule changes, or reassignment to a vacant position.
A temporary disability is still a disability under California law. It does not matter whether the condition lasts weeks or months. What matters is whether the employer carried out the required steps to understand the limitations and whether reasonable accommodations could allow you to keep working. When employers rush this evaluation or treat duration as an excuse to end the employment relationship, they are ignoring the FEHA’s core requirements.
Practical Guidance for Employees
- Ask your provider to put your restrictions, expected duration, and likely improvement in writing. A clear, functional note is far more useful than a diagnosis.
- If your disability is improving, provide periodic updates so the record reflects ongoing progress. Always be sure to include a definite return-to-work date.
- If your employer misstates the duration of your restrictions or insists on a return date you cannot meet, document the conversation and request a continued interactive-process meeting to explore options such as modified duties, reduced hours, temporary remote work, or reassignment.
If you want examples of how employers mishandle accommodations under FEHA, read my blog: How Employers Frequently Blow It With Accommodation.
How Provider Restrictions Affect FEHA Cases
How Employers Ignore Provider Restrictions in California Disability Discrimination
Under the FEHA, your treating provider’s restrictions are central to the analysis. They define what you can and cannot safely do at work. Despite this, employers often treat these restrictions as optional suggestions rather than workplace obligations. Some employers dismiss restrictions as “recommendations” and tell employees to perform tasks that violate those limits. Others demand broad medical files instead of focusing on what the FEHA actually requires, which is functional information relevant to essential job duties.
Another common problem is the employer relying on an in-house nurse, a corporate medical reviewer, or HR staff to reinterpret or override your provider’s restrictions. Unless the employer has a legitimate, job-related reason to question the accuracy or clarity of your provider’s note, they cannot simply swap in their own medical judgment. The FEHA does not allow employers to ignore or downplay the restrictions that guide whether reasonable accommodations exist.
Why the FEHA Prioritizes Functional Restrictions in Accommodation Decisions
Under the FEHA, the question is simple: do your restrictions affect essential job functions, and if so, what reasonable accommodations would allow you to continue working safely and effectively? Employers may request clarification in narrow circumstances, but the request must be limited to functional information. They cannot demand full medical histories, unrelated records, or private health details that have nothing to do with the job.
If a provider indicates that you cannot lift more than ten pounds, cannot stand for long periods, or must avoid certain physical tasks, the FEHA requires the employer to analyze those restrictions and explore solutions. These restrictions are not optional. They form the foundation of the interactive process. When employers ignore them, override them internally, or demand intrusive medical information, they undermine the process the FEHA requires.
Practical Guidance for Employees
- Ask your provider for a clear functional note that describes specific limitations such as lifting limits, standing limits, or activity restrictions. Avoid notes that only list diagnoses. Always be sure to include a specific, definite return-to-work date.
- If the employer asks for more information than seems necessary, request an explanation and insist that any request stay focused on job-related functional information.
- If the employer questions your restrictions or disputes their meaning, you can request a clarification from your provider or, when appropriate, propose a jointly selected independent medical examiner to resolve legitimate disagreements.
How California Employers Must Implement Work Restrictions Under the FEHA
How Employers Mishandle Work Restrictions in California Disability Discrimination
Once your provider issues restrictions, the FEHA requires the employer to take those restrictions seriously and evaluate what accommodations would allow you to keep performing the essential functions of your job. Too often, employers take the opposite approach. They fall back on blanket policies such as “no light duty,” “no remote work,” or “must return at full capacity,” instead of analyzing whether a specific accommodation would work for your actual job.
Some employers reject simple, low-cost adjustments such as temporary equipment, modified schedules, brief periods of remote work – without any meaningful analysis. Others try to redefine the job itself by insisting that you perform every single task without accommodation, including tasks that are marginal or rarely performed. These shortcuts sidestep the FEHA’s requirement for an individualized, good faith evaluation.
Why the FEHA Requires Employers to Explore Realistic Accommodations
The FEHA requires employers to determine whether reasonable accommodations exist that would allow you to perform the essential functions of your job. The law does not require the employer to give you the exact accommodation you prefer, but it does require them to explore realistic options and apply evidence, not assumptions or internal preferences.
If an accommodation is possible i.e. reduced hours for a short period, modified duties, remote work, schedule adjustments, ergonomics, or reassignment to a vacant position, the FEHA requires the employer to evaluate it. Employers cannot declare undue hardship without real evidence. They have to show why a proposed accommodation would significantly disrupt operations, create excessive cost, or be genuinely unworkable. Most employers never conduct that analysis.
Practical Guidance for Employees
- Suggest specific accommodations such as reduced hours, temporary remote work, equipment adjustments, modified duties, or reassignment to an open position. Explain how each one addresses your functional limits.
- Offer to test an accommodation for a defined period and agree on objective measures to evaluate whether it works.
- If your employer claims undue hardship, request that they put the analysis in writing. Ask them to explain costs, operational impact, and why other alternatives will not work.
The FEHA Rules for Disability Leave and Return-to-Work
How Employers Mishandle Disability Leave Under the California FEHA
Under the FEHA, a leave of absence can be a reasonable accommodation, but it is not the only accommodation and should never be used as a shortcut to avoid real analysis. Many employers treat leave as the default solution, push the employee out on leave even when other accommodations would work, and then rely on rigid “maximum leave” policies as a reason to end employment the moment the leave period expires.
Employers also pressure employees to return before their treating provider clears them or issue “failure to return” terminations that ignore the employee’s ongoing restrictions. When that happens, the employer is usually skipping the interactive process entirely. The FEHA requires a continued, case-by-case evaluation. It does not allow employers to terminate simply because an internal policy says the leave period is over.
If you want to understand what denied medical leave looks like under California law, read my blog: Denied Medical Leave: What Employees Can Learn from Head v. Costco.
Why the FEHA Requires Ongoing Evaluation Beyond the Leave Period
A leave of absence is one possible accommodation, but it is not a substitute for the interactive process. The FEHA requires employers to evaluate whether additional accommodations would allow the employee to return safely, even if the employee cannot immediately resume full duties. That may include extended leave for a defined period, modified duties, reduced hours, or reassignment to a vacant position.
Indefinite leave is not required, but neither is immediate termination. Employers must analyze the request, evaluate functional limits, and explore alternatives before making any final decision. When an employer ends the analysis at “your leave expired,” they are ignoring the FEHA’s core requirement: a good faith, individualized assessment of what is possible.
If you’re unsure whether your employer can terminate you after you request or take extended leave, read my blog: Indefinite Medical Leave: Can My Employer Terminate Me?
Practical Guidance for Employees
- When you take leave, provide clear information about your expected timeline and update the employer if your recovery changes. These updates become important evidence. Each update should include a definite return-to-work date, even if that date is different (i.e. further out) than the initial or last update.
- Ask for the employer’s maximum leave policy in writing and request written reasons if the employer refuses additional leave as an accommodation.
- Keep copies of all leave paperwork, communications about your return date, and any notes showing the employer knew your restrictions and your need for additional accommodation.
If you’re wondering whether a termination at the end of a leave of absence violated your rights, read my blog: My Leave of Absence Ended in Termination. Was This Discrimination?
Termination While Disabled: California Disability Discrimination in Employment
Why Terminations During Disability Leave Often Violate the California FEHA
Under the FEHA, an employer cannot use the end of a leave period as an automatic trigger for termination. Yet many employers do exactly that. They wait for a “maximum leave” date to arrive and then terminate the employee without any real discussion about whether the employee can return with modified duties, reduced hours, short extensions of leave, or reassignment to a vacant role. When this happens, the employer is not enforcing a neutral policy, they are ignoring their obligations under the FEHA.
Some employers try to frame the termination as routine enforcement of attendance rules or company policy, even when the timing makes it obvious the decision is tied to the employee’s disability and their inability to return at full capacity. Others claim they had “no choice” because the leave expired, when the real problem is that they never performed the evaluation that the FEHA requires.
A termination that follows the end of leave, without any meaningful conversation or analysis, is one of the clearest indicators that the employer bypassed the interactive process altogether.
If you’ve just been fired and don’t know what to do next, read my post I Just Got Fired: What Should I Do Right Away.
If you’ve been laid off and are staring at a severance agreement, read my blog California Severance Negotiation After Layoffs: What to Know Before You Sign.
Why the FEHA Requires Continued Evaluation Before Ending Employment
The FEHA requires an employer to evaluate all reasonable accommodations before ending employment. That includes modified duties, adjusted schedules, periodic extensions of leave, transitional work, and reassignment to any vacant position the employee is qualified to perform. Reassignment is not optional. If a vacant position exists and the employee is qualified, the FEHA may require the employer to offer it rather than terminate.
When an employer goes straight to termination, skips reassignment, or refuses to discuss alternatives, they are ignoring the individualized analysis the FEHA demands. Terminating an employee at the end of leave (without exploring other accommodations) is often a textbook FEHA violation.
Practical Guidance for Employees
- If you receive a termination notice while still on leave, request in writing that the employer explain the specific reasons for the decision and identify any interactive-process steps they claim to have taken.
- Ask whether there were vacant positions available and request that your application for reassignment be considered.
- Preserve everything: medical restrictions, leave paperwork, emails, job postings, meeting notes, and any communication showing the employer knew your limitations.
If this sounds familiar, and your employer ignored restrictions, stalled the interactive process, or pushed you out after leave, you’re not imagining it. These are the patterns I see in real California disability discrimination cases. If you want someone to walk you through whether your rights were violated, call me at the Ruggles Law Firm at 916-758-8058. I help employees sort these situations out every day.
Common Employer Violations in California Disability Discrimination Cases
Violation #1: How Employers Minimize Disabilities in California FEHA Violations
One of the most common FEHA failures is an employer pretending the disability is no big deal. They pressure employees to return before they are cleared, insist the disability should not affect job duties, or treat the doctor’s note as a rigid return date rather than the starting point of a discussion. When an employer minimizes your limitations or refuses to acknowledge how they affect essential functions, they are already drifting away from the individualized analysis the FEHA requires.
Violation #2: Overreaching Medical Requests as Disability Discrimination in California
Another common violation is demanding far more information than the law allows. Employers ask for full medical records, diagnostic details, or irrelevant health history when all the FEHA entitles them to is functional limitations that relate to the job. Some employers go further and allow in-house nurses or HR staff to override your treating provider’s restrictions. That shortcut bypasses your medical evidence and undermines the interactive process. The FEHA does not allow employers to replace your doctor’s judgment with their own internal guesses.
Violation #3: Treating Leave as the Only Accommodation Under the FEHA
Too many employers treat leave as the default solution and ignore accommodations that would keep the employee working. They push employees out on leave when modified duties or schedule adjustments would work perfectly well. They also end leave without holding another interactive-process meeting and refuse to consider what options exist now that the employee is closer to returning. When an employer refuses to explore anything beyond leave, they are not meeting the FEHA’s requirements.
Violation #4: Premature Return-to-Work Demands in California Disability Discrimination Cases
Some employers go the opposite direction and push employees to return before their restrictions allow it. They direct employees to perform tasks outside their limits, claim the restrictions are “too vague,” or blame the employee for limitations that are medically documented. These tactics not only violate the FEHA but also increase the risk of injury. When an employer pressures you to violate your restrictions, they are ignoring the exact information the FEHA requires them to evaluate.
Violation #5: Termination in Place of Accommodation Under the California FEHA
The clearest FEHA violations often occur at the end. Employers terminate employees immediately after a leave-of-absence expires or as soon as the employee cannot meet full-duty expectations. They never discuss modified duties, reduced hours, transitional assignments, or reassignment to vacant positions. They rely on rigid internal policies instead of conducting the individualized analysis the FEHA requires. When termination happens without any meaningful exploration of alternatives, the employer has skipped the most important step in the entire process.
If you’re curious why wrongful termination lawsuits under FEHA often backfire on employers, read my blog Wrongful Termination Lawsuits Under FEHA: A Costly Gamble for Employers.
What to Do After Disability Discrimination in California
Step #1: Preserving Evidence in a California Disability Discrimination Case
Start by gathering everything you already have. Save your doctor’s restrictions, medical notes describing your functional limits, emails to HR, responses from management, leave paperwork, performance reviews, and any documentation tied to your request for accommodation. Write down the dates of conversations, who was present, and what was said. If the employer pushed you to return early or ignored restrictions, document that immediately. These materials become the backbone of any FEHA analysis.
Step #2: Request Written FEHA Decision Documentation
If you were denied an accommodation or terminated while dealing with a disability, ask the employer to explain the decision in writing. Request documentation of every step they claim they took in the interactive process, including what accommodations they considered and why they rejected them. Under the FEHA, employers must justify their decisions with actual analysis, not vague statements or policy references. Getting their explanation in writing forces clarity and often exposes gaps.
Step #3: Request Your Personnel File to Support a FEHA Claim
You have the right to inspect and obtain a copy of your personnel file. Request it in writing. Your file should include your job description, performance reviews, any disciplinary records, attendance logs, and documents related to your leave or restrictions. These records help establish timelines, show what the employer knew and when they knew it, and reveal whether their stated reasons for the decision line up with the paper trail.
Step #4: Identify FEHA Failures in Your Disability Discrimination Case
Look closely at what the employer failed to do. Did they ignore your restrictions? Did they skip interactive-process meetings? Did they rely on a maximum-leave policy instead of evaluating real options? Did they overlook reassignment to vacant positions? Any breakdown in these steps may point directly to a FEHA violation. Make a list of the failures and keep it with your documentation.
Step #5: Filing With the California Civil Rights Department for Disability Discrimination
If you believe the employer violated the FEHA, you can file a complaint with the California Civil Rights Department. FEHA claims have strict deadlines. Filing preserves your rights and starts the process that allows you to pursue a legal claim later. You do not need a lawyer to file, but it often helps to speak with one first to understand timing and strategy.
Step #6: When to Contact a Lawyer for California Disability Discrimination
You should contact a lawyer if your employer:
- ignored or dismissed your medical restrictions;
- terminated you immediately after you disclosed a disability or provided a doctor’s note;
- refused to explore modified duties, schedule changes, or other accommodations;
- never discussed reassignment to open positions;
- or claimed they “followed policy” instead of engaging in the required interactive process.
These are all strong indicators of disability discrimination under the FEHA. The sooner you speak with counsel, the stronger your position will be.
If you’re trying to figure out how to choose the right attorney for your case, read my guide How Do I Select a California Employment Lawyer?
FAQs About California Disability Discrimination in Employment
What Counts as California Disability Discrimination in Employment?
California Disability Discrimination in Employment occurs when an employer treats a worker unfairly because of a disability or because the worker requested an accommodation. Common examples include ignoring medical restrictions, refusing to engage in the interactive process, denying reasonable accommodations, or terminating an employee immediately after a disability-related disclosure. The FEHA requires employers to analyze functional restrictions and explore actual solutions. When they skip those steps, it becomes discrimination under California law.
Can I Be Fired While on Leave if I Have a Disability in California?
Yes, employers sometimes do it, but terminating an employee on disability leave often signals a violation of California Disability Discrimination in Employment. The FEHA requires employers to evaluate modified duties, limited extensions of leave, reduced hours, or reassignment before making any termination decision. If a termination follows the end of leave without a real interactive-process discussion, that is usually a strong sign the employer bypassed its legal obligations.
Does My Employer Have to Follow My Doctor’s Restrictions Under California Disability Discrimination Laws?
Under the FEHA, your treating provider’s restrictions drive the entire analysis. Employers cannot ignore, override, or “reinterpret” your restrictions with internal staff. A key part of preventing California Disability Discrimination in Employment is ensuring that employers evaluate restrictions honestly and explore accommodations that address those limits. When an employer demands full medical records or pressures you to violate restrictions, they are not complying with the FEHA.
What Are My Rights if My Employer Refuses Accommodation Under California Disability Discrimination Law?
If an employer refuses to provide reasonable accommodation, or refuses even to discuss it, that may violate California Disability Discrimination in Employment protections. The FEHA requires a timely, good faith interactive process. The employer must evaluate your limitations, consider realistic accommodations, and explain why alternatives supposedly will not work. A flat denial, a refusal to meet, or a “company policy” answer is not legally sufficient.
What Should I Do if I Was Terminated After Requesting Disability Accommodation in California?
A termination shortly after requesting an accommodation is one of the clearest indicators of California Disability Discrimination in Employment. You should immediately preserve all documentation: medical restrictions, emails, personnel file contents, job postings, leave paperwork, and any written reasons the employer provided. You can also request a written explanation of the decision and ask what interactive-process steps the employer claims to have taken. The FEHA deadlines apply, so acting quickly matters.
If you’re asking whether getting fired right after your leave ended amounts to wrongful termination, read my blog: Is Getting Fired After Exhausting Leave Wrongful Termination?
How Do I Prove California Disability Discrimination in Employment?
You prove California Disability Discrimination in Employment by showing that the employer failed to meet its FEHA obligations. Evidence often includes ignored restrictions, rushed terminations, no interactive-process notes, rigid “maximum leave” rules, blanket no-accommodation policies, or a complete failure to explore modified duties or reassignment. The strongest cases show a mismatch between what the FEHA requires and what the employer actually did. Documentation, timelines, and written communication are often decisive.
Contact the Ruggles Law Firm at 916-758-8058 to Evaluate Your Potential Lawsuit
Matt Ruggles has a thorough understanding of California employment laws and decades of practical experience litigating employment law claims in California state and federal courts. Using all of his knowledge and experience, Matt and his team can quickly evaluate your potential claim and give you realistic advice on what you can expect if you sue your former employer.
Contact the Ruggles Law Firm at 916-758-8058 for a free, no-obligation evaluation.
Blog posts are not legal advice and are for information purposes only. Contact the Ruggles Law Firm for consideration of your individual circumstances.
