Both the federal Americans with Disabilities Act (ADA) and California Fair Employment and Housing Act (FEHA) require employers to provide reasonable accommodation for job applicants and employees with actual or perceived physical or mental disabilities.
Today, we wrap up our conversation about new California regulations to keep employees and job applicants safe from national-origin discrimination. Having just taken effect on July 1, these rules describe how California employers can meet their related responsibilities.
Today we continue our discussion about extensive amendments to California national-origin employment discrimination regulations that took effect on July 1, 2018. Duggan Law Corporation will be educating our employer clients about their legal responsibilities toward job applicants and employees under these new rules.
A large proposed class-action lawsuit called Bradley v. T-Mobile filed in U.S. District Court in San Francisco raises a legal argument that advertising for employees on Facebook may involve illegal employment discrimination based on age.