Orange County Employment Lawyers Blog
At Nassir Law Group, we are steadfast in our commitment to defending employees who face discrimination, retaliation, or unfair treatment in the workplace. Based in Irvine, our firm leverages California’s robust employment laws to protect workers’ rights across Orange County and beyond. Recently, we took on a significant case involving an employee who was wrongfully terminated after taking protected medical leave and disclosing a disability—a situation that highlights the critical need for legal advocacy. Below, we share insights from this case, drawn from a detailed claims letter we sent on behalf of our client, while preserving their privacy. To learn how we can help you, visit our employment law services page.
A Loyal Employee Faced with Unfair Termination
Our client, a seasoned healthcare professional with 24 years of industry experience, was employed as a manager at a prominent California hospital. In August 2024, they courageously disclosed to their supervisor that they were struggling with depression, a recognized disability under the California Fair Employment and Housing Act (FEHA). They also informed their employer of an upcoming need for knee surgery. In late October 2024, our client took protected medical leave under the California Family Rights Act (CFRA) to care for a family member with a serious medical condition, with a planned return date of November 6, 2024.
Shockingly, upon returning from leave, our client was placed on administrative leave without clear justification. Just days later, while hospitalized for their own serious medical condition, they received a termination letter citing vague allegations of “poor performance, misconduct, and insubordination.” This was despite an exemplary record, with no prior warnings, poor performance reviews, or performance improvement plans. The timing of the termination—immediately following protected leave and during hospitalization—strongly suggests retaliation and disability discrimination. At Nassir Law Group, we recognized this as a blatant violation of our client’s rights and took immediate action. Explore more about wrongful termination on our dedicated page.
Our Firm’s Response: Holding Employers Accountable
In February 2025, we issued a comprehensive claims letter to the employer, detailing our client’s claims and demanding accountability. The letter outlines multiple violations of California law, including:
-
Disability Discrimination (FEHA, Cal. Gov. Code § 12940(a)): The employer terminated our client after they disclosed their depression and need for medical leave, despite their ability to perform essential job duties.
-
Violation of CFRA Rights (Cal. Gov. Code § 12945.2): Our client faced retaliation for taking CFRA-qualifying leave, with termination occurring shortly after their return.
-
Failure to Accommodate and Engage in the Interactive Process (Cal. Gov. Code § 12940(m), (n)): The employer refused to accommodate our client’s disability or discuss reasonable accommodations, such as modified schedules or continued leave.
-
Retaliation and Wrongful Termination: The employer’s vague allegations of performance issues, raised only after our client’s leave, appear to be a pretext for retaliation, as supported by cases like Reeves v. Sanderson Plumbing Products, Inc. (2000) 530 U.S. 133.
-
Unpaid Wages and Penalties: The employer failed to pay accrued Paid Time Off (PTO) and reimburse business expenses, violating California Labor Code §§ 201, 203, and 2802.
Our letter also seeks compensation for emotional distress, citing recent California verdicts awarding millions for similar claims, such as Pinter Brown v. UC Regents (2024) ($9.4 million for emotional distress). We demanded punitive damages, supported by State Farm Mutual Automobile Insurance Co. v. Campbell (2003), given the employer’s egregious conduct in terminating our client while hospitalized. For more on how we tackle employment disputes, visit our blog.
Why This Case Matters
This case illustrates the devastating impact of disability discrimination and retaliation. Our client, a dedicated employee with a stellar record, was terminated at a vulnerable moment—while grappling with a family member’s illness, their own mental health challenges, and hospitalization. California’s FEHA and CFRA exist to protect workers from such injustices, yet some employers exploit vague pretexts to evade accountability. This not only violates the law but also causes profound emotional and financial harm.
At Nassir Law Group, we are passionate about righting these wrongs. Our client’s case involves claims for lost wages (approximately $201,400 annually), emotional distress, unpaid PTO ($3,880 plus $23,250 in waiting-time penalties), unreimbursed expenses ($742.50), and attorneys’ fees. We are prepared to pursue litigation to secure justice, including punitive damages to deter such misconduct. If you’re facing similar treatment, our contact page is your first step to getting support.
The Importance of Challenging Pretextual Terminations
A key issue in this case is the employer’s reliance on unfounded performance allegations, raised only after our client’s protected leave. California law recognizes that such timing can infer pretext, as seen in Flait v. North American Watch Corp. (1992) 3 Cal.App.4th 467. Our client’s personnel file lacks any evidence of prior performance issues, and the employer’s failure to follow its own performance improvement policies further undermines their claims. By exposing these inconsistencies, we aim to prove that the termination was driven by discrimination and retaliation, not legitimate business reasons.
How Nassir Law Group Can Help
Cases like this highlight the critical role of skilled legal representation. At Nassir Law Group, we specialize in complex employment disputes, including disability discrimination, wrongful termination, and wage violations. Our Irvine-based team is deeply knowledgeable about California’s employment laws and has a strong track record of achieving favorable outcomes. Whether you’ve been retaliated against for taking medical leave, denied accommodations, or wrongfully terminated, we’re here to fight for your rights.
If you or someone you know has faced workplace injustice, act quickly—employment law claims have strict deadlines. Visit our website to explore our services, or call us at (949) 375-4734 to schedule a consultation. Our blog offers additional resources on employee rights and case updates.
Moving Forward
We have given the employer until March 20, 2025, to respond to our claims letter, offering an opportunity for pre-litigation resolution or mediation. If they fail to engage in good faith, we are fully prepared to file a lawsuit, seeking compensatory damages, punitive damages, and attorneys’ fees. Our goal is to secure justice for our client and send a powerful message that disability discrimination and retaliation will not be tolerated.
Stay tuned to our blog for updates on this case and other employment law developments. At Nassir Law Group, we are proud to advocate for workers’ rights and uphold California’s employment protections.