FEHA VS. THE FEDERAL AMERICANS
WITH DISABILITIES ACT:
The FEHA provides broader protection for persons
with disabilities than federal law. California
employers with five or more employees must follow
the FEHA. California also has broader definitions
of mental disability, physical disability, and medical
condition than does federal law.
Under California law, a disability must only “limit”
a major life activity. The disability does not have to
involve a “substantial limitation,” as under federal
law, to be considered a disability. Whether a
condition or disability “limits” a major life activity is
determined regardless of any mitigating measure,
such as medication or prosthesis, unless the
mitigating measure itself limits a major life activity.
REASONABLE ACCOMMODATION
An employer is required to interact with an
employee to explore all possible means of
reasonably accommodating a person prior to
rejecting the person for a job or making any
employment-related decision. The need for
accommodation may arise from a mitigating
measure, such as medication taken for the
primary disability.
An accommodation is reasonable if it does not
impose an undue hardship on the employer’s
business. Reasonable accommodation can
include, but is not limited to, changing job duties
or work hours, providing leave, relocating the
work area, and/or providing mechanical or
electrical aids. An employer may obtain help from
government agencies and outside experts to
determine whether accommodation is possible.
INDEPENDENT MEDICAL OPINION
An employer must allow an applicant the
opportunity to submit an independent medical
opinion if there is a dispute as to whether the
person can perform the essential functions
of a position with or without reasonable
accommodation. Failure to allow the submission
of an independent medical opinion may be a
separate violation of the law.
DISCRIMINATION
The following two reasons commonly raised by
employers are not legally acceptable excuses for
discriminating against persons with disabilities:
• Possibility of future harm to the person or to
others
• Employing individuals with disabilities will
cause an employer’s insurance rates to rise
Any employment-related or personnel decision
based on either of the following reasons is not
discriminatory:
• The person is unable to perform the essential
functions of the job and no reasonable
accommodation exists that would enable the
person to perform the “essential functions” of
the job
• The person would create an imminent
and substantial danger to self or others
by performing the job and no reasonable
accommodation exists that would remove or
reduce the danger
EMPLOYMENT
DISCRIMINATION
BASED ON DISABILITY
EMPLOYMENT INQUIRIES
The FEHA prohibits employers from either
verbally or in writing:
1. Requiring any medical or psychological
examination or related inquiry of any
applicant or employee prior to making an
offer of employment
2. Inquiring directly or indirectly as to whether
an applicant or employee has a mental or
physical disability or medical condition
3. Inquiring about the nature and severity of
a mental or physical disability or medical
condition
However, an employer may inquire into the ability
of an applicant to perform job-related functions
and may respond to an applicant’s request either
with or without a reasonable accommodation.
Once an employment offer has been made to
an applicant, but before the start of duties, an
employer may require a medical or psychological
examination. However, the examination or inquiry
must be job related and consistent with business
necessity and all entering employees in the same
job classification must be subject to the same
examination or inquiry.
An employer may also conduct voluntary medical
examinations, including medical histories, as part
of an employee health program. This information
must be retained separate and apart from
employment and personnel records. Employers
may not penalize employees for declining to
participate in voluntary medical examinations.