California Child Center Teacher Fired After Asking for Disability Accommodations

Employees with disabilities must receive reasonable workplace accommodations to allow them to perform their work duties and maintain their employment. Unfortunately, workers may face unfair treatment at work; an employer may attempt to force them out of their employment without legal basis.

In a recent workplace disability discrimination case, the court granted $150,000 to a worker who lost his position after his employer, Catalyst Family, failed to provide basic disability accommodations. The Equal Employment Opportunity Commission (EEOC) pursued a charge against the employer before it resolved the situation with a settlement. The employer accepted responsibility to follow ADA regulations while adopting new non-discrimination procedures and policies. It also declared its commitment to train all management personnel, human resources, and recruitment teams about avoiding future disability-based discrimination.

During his two-year tenure at Catalyst Family, the part-time assistant teacher worked at one of the organization’s more than thirty child development centers throughout California. In March  2021, he requested accommodations for his intellectual and cognitive disabilities from his employer so that he could perform his job duties. Catalyst Family terminated him the following year in April 2022. The company refused to provide the agreed-upon accommodations for his disability.

The EEOC’s investigation revealed how Catalyst Family did not implement suitable measures to assist their worker. The company made an illegal employment termination decision without ever engaging with the employee to deliver required adjustments. 

The Americans with Disabilities Act (ADA) establishes provisions to protect employees with disabilities from workplace discrimination. Under California law, employers need to provide disabled workers with reasonable accommodations. A hardship is considered undue when it results in significant expenses or difficulties for employers to provide workplace accommodations to employees with disabilities. 

The following situations qualify as undue hardship:

• Business operations need to remain intact
• Workplace safety needs protection
• Other employees cannot experience a major disruption 
• Financial costs should remain manageable

Northern California workers with disabilities must receive genuine good faith from their employers throughout the accommodation request process. The process requires multiple discussions between the employee and workplace representatives to determine how the employee can continue performing their duties.

If you suspect your employer is engaging in disability discrimination or violating your rights under the ADA, there are several steps you can take. First, document your request for accommodations and any interactions with your employer about your disability. Keep a record of your communications and any accommodations that were promised but not delivered. Such documents can be helpful if you decide to pursue a disability discrimination claim in the future. It is also important to speak with an experienced employment lawyer who can help you understand your rights and options for pursuing compensation.

Erlich Law Firm is dedicated to helping workers resolve employment disputes, including cases involving discrimination, harassment, wrongful termination, unpaid wages, and other issues. By working with a knowledgeable attorney, you increase your chances of a successful outcome. Seeking legal advice can help protect your interests. Contact us today for a free initial consultation with an experienced Oakland employment lawyer to discuss your situation.