There are many different forms of workplace discrimination that violate the Fair Employment and Housing Act. Sex discrimination, race discrimination, national origin discrimination, religious discrimination, and disability discrimination are just a few. When it comes to disability discrimination, there are a variety of conditions that qualify. Many illnesses, whether physical or mental, may entitle a worker to the anti-discrimination protections of the law. If you think you’ve suffered from disability discrimination at work, you should contact a knowledgeable California disability discrimination attorney promptly.
While conditions ranging from diabetes to bipolar disorder, and MS to PTSD, are covered, what about obesity? A recent case from the Bay Area addressed that exact question. The employee, Ketryn, had worked at a tennis club since 1997. She had also struggled with her weight since childhood. By 2012, she weighed 350 pounds and had a body-mass index in excess of 55, placing her in the category of Class III, or extreme, obesity.
The woman’s employment with the club was successful, with positive performance evaluations, merit bonuses, and raises for roughly a decade and a half. Then, in 2012, the club hired a new general manager. According to Ketryn, the new manager mocked her size, asked her “out of the blue” about whether she’d considered weight-loss surgery, did not consider her for extra hours of work, refused to consider her for promotions, and also paid her less than a newly hired (and petite) college student, even though Ketryn had more than a decade of experience with the club.