“I did everything my doctor told me to do. I still lost my leave.” That is what it feels like from the employee’s side when the second-opinion process goes wrong. Here is what actually happened in a real case, Brown…
You were laid off. Meta called it a reduction in force, about 8,000 jobs, roughly 10% of the company, as part of a push to become an “AI-first” company. Twenty-six of those employees didn’t accept the official explanation. They filed…
You used a vacation day for your kid’s school conference, and it did not occur to you that you might not have needed to. Or you skipped it, because asking felt like it would cost you something with your manager….
You told your manager you needed a schedule adjustment because of a medical condition. Your manager said the position did not allow for that. You did not push back. You assumed the answer was final and that there was nothing…
Many California SMBs outsource leave administration to a third-party administrator. The TPA receives the leave requests, issues the designation notices, tracks the entitlement, and communicates with the employee. The employer writes a check and assumes the compliance obligation has been…
“She never asked for anything” is the sentence that turns a manageable performance issue into a FEHA case. Under FEHA, the duty to engage in the interactive process is not triggered by a formal accommodation request. It is triggered when…
Belief: when a California-based employee works a week in Nevada, Texas, or Arizona, that state’s overtime rules apply because that is where the work happened. California courts and the Labor Commissioner have rejected that view. California’s daily-and-weekly overtime rules generally…
Belief: seasonal allergies are a personal annoyance, not a workplace accommodation issue. Most of the time they are minor. But the legal risk comes from how managers respond when an employee says allergies are interfering with breathing, concentration, or the…
Belief: once leave is exhausted, the decision is automatic. It isn’t. Leave issues always require a documented process. When an employee requests additional time, modified return‑to‑work, or another adjustment tied to a medical condition, the employer must engage in an…
Attendance policies feel objective, which is why businesses lean on them. In California, the risk is that a neutral policy can collide with protected leave and disability accommodation obligations, and the policy can become the evidence. The operational failure mode…
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