Pocket Guide to Disability Discrimination in the California Workplace

By M. Carol Stevens et al.
2nd edition, 2011

217 pp. $20 each

Includes ADAAA updates

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Disabled California workers generally turn to two statutes to remedy workplace disability discrimination: The federal Americans with Disabilities Act (ADA) and the California Fair Employment and Housing Act (FEHA). This guide covers both, including the ADA Amendments Act of 2008 (ADAAA) and EEOC regulations which became effective May 24, 2011.

The new edition includes

• Similarities and differences between the FEHA and the ADA...including new ADAAA regulations that lower the standard for a showing of disability under the ADA; that eliminate the court-made requirement that an impairment substantially limit the individual’s ability to engage in tasks that are of “central importance” to the individual’s life, not just to his/her work; that lower the standard for showing when an individual is regarded as having a disability under the ADA; and that provide the definition of “disability” is to be broadly construed in favor of coverage.
• References to the text of the law and the agencies' regulations that implement the statutory requirements;
• A discussion of other legal protections afforded disabled workers, such as the federal Rehabilitation Act of 1973, the federal Family and Medical Leave Act and corresponding California Family Rights Act, and workers compensation laws;
• Major court decisions that interpret disability laws;
• A chart that compares the key provisions of the laws.

The guide is a valuable reference and training tool, and helpful to anyone who needs to understand disability discrimination laws that apply in both the public and private sectors in California.

Coauthor M. Carol Stevens, a partner in the law firm of Burke, Williams & Sorensen, LLP, has practiced employment and labor relations law for public agencies in California since 1978. One of the leading legal practitioners in the field of public employment law, Stevens advises employers in nearly all facets of labor relations and employment litigation. For more than 30 years, she has represented public employers in grievance and interest arbitrations, PERB proceedings, state/federal courts, and other administrative procedures. Stevens is well known for creatively resolving difficult and complex labor relations disputes.

Coauthors Timothy L. Davis, Daphne M. Anneet, and Kelly A. Trainer, partners with Burke, Williams & Sorensen, provide legal services to public agencies regarding a variety of topics, including employment litigation, discrimination, negotiations, PERS and STRS matters, and labor relations. Coauthors Katy A. Suttorp and Lisa M. Lawrence, attorneys with Burke, Williams & Sorensen, advise public and private employers on a wide range of workplace matters, including discrimination, wage and hour, leaves of absence, labor relations, discrimination, harassment, and personnel practices.

TABLE OF CONTENTS

I. Introduction       1
II. How Do FEHA and ADA Compare?     5
III. Who Do Disability Discrimination Laws Protect?     25
A. Which Employers Do the Laws Cover?      26

1. Which Employers Does the FEHA Cover?       26
2. Which Employers Does the ADA Cover?      27

B. What Are Covered Disabilities Under the Laws?      28

1. What Are the Definitions of “Physical Disability" and “Mental Disability” Under the FEHA?     28
      a. What Are Major Life Activities Under the FEHA?     31
      b. How Does a Physical or Mental Condition Limit a Major Life
          Activity Under the FEHA?     31
           (1) Does the FEHA consider mitigating measures in
                determining whether a major life activity is limited?     32
           (2) Does the FEHA recognize impairments that are temporary
                as capable of limiting a major life activity?     33
2. What Is the Definition of Disability Under the ADA?     33
      a. What Is a “Physical or Mental Impairment Under the
          ADA?     37
      b. What Is a “Major Life Activity” Under the ADA?     39
           (1) Is working a major life activity under the ADA?      41
      c. How Does an Impairment “Substantially Limit” a Major Life
          Activity Under the ADA?      43
           (1) Does the ADA consider mitigating measures in determining
           whether a major life activity is substantially limited by
           an impairment?      48
           (2) Can temporary disabilities substantially limit a major life
           activity under the ADA?      50

C. How Does Protection Under the Laws Depend on a Person Being
     “Qualified”?   51
D. How Do the Laws Define “Essential Functions” for Purposes of
     Determining Whether an Individual Is “Qualified”?   53
E. When Do the Laws Protect Persons Who Do Not Have
     an Actual Disability, and Never Have?   54

1. Regarded as Having a Disability   54
2. Associates of Disabled Individuals   56
3. Other Individuals   56

IV. How Do Employers Comply With Disability Discrimination Laws?   58
A. What Obligations Does the ADA Impose on Employers?  58
B. What Obligations Does the FEHA Impose on Employers?  60
C. What Practices Do the Laws Regulate During the Pre-Employment
     Process?   62

1. Administering Tests   62
2. Accommodating Test-Takers   63
3. Job Announcements and Training Programs   63
4. Pre-Employment Medical Exams and Inquiries   64
     a. What Questions May Employers Ask Job Applicants?   64
     b. What Medical Exams May Employers Require of Job
          Applicants?   65
     c. What Limitations Do Employers Have in Timing
          Examinations?   66
5. Confidential Medical Files   69
6. Physical Agility Tests   70
7. Drug Tests   71

D. What Practices Do the Laws Regulate During Employment?      73

1. Work Rules    73
2. Drug Use  75
3. Alcohol Use    78
4. Workplace Rules Regarding Substance Abuse     79
5. Mental Disability     80
6. Employee Medical Exams and Inquiries     82
7. Retirement and Health Care Plans     83
    a. Retirement plans     84
    b. Medical plans     84
    c. Safe Harbor     85

E. What Is the Employer’s Obligation to Provide Reasonable
     Accommodation?  86

1. Does the Employee Require “Reasonable Accommodation”?     86
2. When Must Employers Engage in an Interactive Process?   90
3. When May Employers Refuse to Accommodate an Employee?  96

F. What Other Practices Do Disability Discrimination Laws Prohibit?   99

1. Coercion     99
2. Harassment     100
3. Retaliation     103

G. What Post-Employment Obligations Do the Laws Impose?   105

V. How Are Disability Discrimination Laws Enforced? What Remedies
     Are Available?    106
A. How Are the FEHA and the ADA Discrimination Protections
     Enforced?    106

1. What are the administrative prerequisites to bringing a disability
     discrimination lawsuit?     106
2. When may disability discrimination claims be subject to
     arbitration?    111
3. Who may bring a disability discrimination lawsuit? Who can be
     sued?     114
4. What defenses may employers invoke?  119
     a. Direct threat    121
     b. Food handlers  124
     c. Conflicting federal laws and regulations 125
     d. Religious entities    126
     e. Smoking 126
     f. Employer conduct has a legitimate, nondiscriminatory basis 126
        (1) Disparate treatment claims  126
        (2) Disparate impact claims 127
        (3) After-acquired evidence  127
             Burlington/Faragher defense 128

B. What Remedies Are Available to Persons Who Experience Unlawful
     Discrimination?    129

VI. What Other Laws Protect Disabled Employees?    134
A. ADA Titles II and III     134

1. Title II      135
2. Title III     137

B. The Rehabilitation Act of 1973     140

1. Coverage     140
2. Enforcement  141
3. Damages     142

C. The Federal Family Medical Leave Act and the California Family
     Rights Act     142
D. Pregnancy Leave   148
E. Other Statutory Leaves     149
F. Workers’ Compensation   150
G. Unruh Civil Rights Act     153
H. Wrongful Discharge in Violation of Public Policy     155
I. Confidentiality of Medical Information Act    156
J. Genetic Information Nondiscrimination Act     156
K. California Mental Health Parity Act     156

VII. Major Court Decisions 158
A. Arbitration      158
B. Attorneys’ Fees    160
C. Collective Bargaining Agreements     160
D. Direct Threat     161
E. Discrimination Against Associates of Disabled Individuals       163
F. Family Medical Leave Act      163
G. Harassment       164
H. Illegal Drug Use    166
I. Impairments      167
J. Limitations and Substantial Limitations      168
K. Litigation     170
L. Major Life Activities; Limitations and Substantial Limitations      172
M. Medical Exams and Records       177
N. Mitigating Measures         180
O. Parties    181
P. Reasonable Accommodation       184
Q. Regarded as Disabled    189
R. Rehabilitation Act   191
S. Return to Work    192
T. Titles II and III    192
U. Undue Hardship  193
V. Unruh Act  194
W. Workers’ Compensation    194

VIII. Table of Cases    195

Appendix   1213
A. Where to Obtain Additional Information About ADA and FEHA
     Requirements    213

1.Federal Government     213
2. State of California  216
3. Other Resources     216