Labor/Employment
May 12, 2017
Important lessons regarding reasonable accommodations
It's risky business to modify accommodation programs for temporarily disabled employees.
Christopher W. Olmsted
shareholder
Ogletree, Deakins, Nash, Smoak & Stewart
labor & employment, litigation
4370 La Jolla Village Dr Ste 990
San Diego , CA 92122-1253
Phone: (858) 652-3100
Fax: (858) 652-3101
Email: christopher.olmsted@ogletreedeakins.com
Loyola Law School
Christopher Olmsted, a shareholder in the San Diego office of Ogletree Deakins, helps businesses avoid employment-related legal claims and defends employers in a variety of litigation matters.
Charles L. Thompson IV
Shareholder
Ogletree, Deakins, Nash, Smoak & Stewart PC
labor & employment
Phone: (415) 442-4810
Email: charles.thompson@ogletreedeakins.com
University of Texas School of Law
Charles counsels and defends employers in wrongful termination, discrimination and other employment-related matters
Many employers offer light duty programs to temporarily disabled employees. A recent California Court of Appeal case, Atkins v. City of Los Angeles, 2017 DJDAR 2312 (Feb. 14, 2017), provides important lessons regarding employers' reasonable accommodations duties under the California Fair Employment and Housing Act for light duty programs.
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