For example, if a cashier injures their hip and requires a stool or light duty to perform their job, the employer cannot terminate them solely based on their disability unless no reasonable accommodation can be made. If the employer fires the employee without exploring feasible accommodations, it could be an unlawful termination. Reasonable accommodations may include time off, special equipment, modified schedules, or light duty. Each case is evaluated individually. If you believe you have been unlawfully terminated due to a physical disability, please contact our office.
Unlawful Firing Due to Race
Terminating an employee based on race is illegal under Government Code § 12940(a). This protection extends to individuals of all races, including Whites, African Americans, Hispanics, and Asians, as established in Griggs v. Duke Power Co. (1971). If you were terminated because of your race, reach out to our office for assistance.
Unlawful Firing Due to Sexual Orientation
FEHA also prohibits the termination of employees based on their sexual orientation, including heterosexuality, homosexuality, or bisexuality. For example, if an employee is terminated after two years when their employer learns they are homosexual, and the employer subsequently hires a non-homosexual individual with similar qualifications for the same position, it may indicate unlawful termination based on sexual orientation. If this has happened to you, contact our office for legal support.
For any issues related to unlawful firing, including those based on physical disability, race, or sexual orientation, SAW LAW GROUP is here to provide the legal expertise you need. Contact us to discuss your case and protect your rights.
