An employee’s discrimination and retaliation claims under the Fair Employment and House Act fail if he presents no evidence that he was subjected to an adverse employment action; an employee’s decision to take a medical leave is not an adverse employment action where he voluntarily took the leave and was paid during the time off. The FEHA was not designed to make workplaces more collegial; its purpose is to eliminate more insidious behavior like discrimination and harassment based on protected characteristics. An employee’s failure to provide his employer with information about the nature and extent of his claimed disabilities is fatal to his interactive process and accommodation claims.
Doe v. Department of Corrections and Rehabilitation - filed Nov. 27, 2019, publication ordered Dec. 19, 2019, Fourth District, Div. Two
Cite as 2019 S.O.S. 4424
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