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How California Law Defines a Disability in the Workplace Key Takeaways: California’s Fair Employment and Housing Act (FEHA) defines disability at work broadly. It covers physical and mental disabilities that simply "limit" a major life activity, a lower bar than the federal ADA’s "substantially limits" standard. It also separately protects "medical conditions," a narrowly defined category covering cancer-related conditions and genetic characteristics. Qualifying conditions can include chronic illnesses, mobility impairments, anxiety, depression, PTSD, sensory impairments, and episodic conditions such as

Meeting Every PIP Goal Does Not Always Protect Your Job Key Takeaways: Yes, a California employer can generally fire you after a performance improvement plan even if you met every goal. Under at-will employment, a PIP is usually not a contract that guarantees your job. A firing may become unlawful when the real reason is discrimination, retaliation, a public policy violation, or a breach of an express or implied promise of job security. If you met every PIP target and

Your Right to Choose Court Over Arbitration for Harassment Claims Key Takeaways: In most cases, your employer generally cannot force a sexual harassment claim into arbitration if the dispute arose or accrued on or after March 3, 2022, because the federal Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act (EFAA) generally lets the survivor choose between court and arbitration, even under an agreement signed years ago. A judge, not an arbitrator, generally decides whether the EFAA applies, and