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Your Health Information at Work: What California Law Actually Requires You to Share Key Takeaways: California employees rarely must disclose their full medical history to an employer. Before a conditional job offer, FEHA generally bars employers from asking about disabilities or medical conditions, though they may ask whether you can perform essential job functions and may require post-offer exams that are job related and applied uniformly. Once employed, you generally need only provide limited certification confirming a qualifying condition and

When an Employer Digs Into Your Past After Firing You Key Takeaways: The after-acquired evidence defense is an employer’s claim that misconduct discovered after an adverse action, such as résumé fraud, would have justified the decision anyway. In California, this is generally not a complete defense to FEHA retaliation claims; the California Supreme Court in Salas v. Sierra Chemical Co. (2014) treated it as a limit on remedies rather than a bar to liability. The employer generally bears the burden

Weighing Your Options When Your Job Is Falling Apart Key Takeaways: In California, waiting to be fired generally preserves more legal options than quitting, because termination is typically a clear adverse employment action while resignation may shift the burden onto you to prove constructive discharge under a narrow, objective standard. California’s at-will rule lets employers terminate for almost any lawful reason, but generally not for discrimination, retaliation, or firings that violate public policy. How you leave may also affect final