Most people probably understand that there is federal law and state law and that the two are distinct. What does that mean on a practical level for you? For one, just because you don’t have an employment law case under the federal law, that doesn’t necessarily mean that you automatically don’t have a case under California law. That includes things like disability discrimination law, as the case of one Southern California personal trainer recently illustrated. What you can take away from this case and those like it is that the law has many subtleties, nuances and distinctions and, if you’ve been hurt at work and your employer failed to reasonably accommodate your condition or took an adverse employment action because of your disability, you may have a case for compensation under state law, if not federal law. Contact an experienced California disability discrimination attorney to find out more about your options.
The disabled worker in this case (Court of Appeals Case No. No. B266534) was D.M., whom a gym in the San Fernando Valley hired to work as a personal trainer in 2012. Nine months after starting, D.M. dropped a 45-pound weight on his feet. Out of a sense of professionalism, the trainer didn’t yell or swear. D.M. tried to walk off the injury, but the pain was too severe. Despite extreme pain, the trainer did not miss work, due to his desire to show dedication to his employer. Others, though, including the gym’s general manager, could see the trainer walking with a limp.
Two weeks after the injury, the gym terminated D.M.’s employment. The gym contended that it fired the trainer for failing to meet certain performance goals. The trainer asserted that the employer impermissibly discriminated against him based upon his disability. The employer initially won, with the trial court awarding summary judgment in its favor. The trial judge stated that the trainer did not have evidence of a disability that limited him from working or participating in any other major life activity.