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  • Article Check - Employers' Are Creating a Weather System That Forecasts a Hurricane of Discrimination Lawsuits

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    terminated following the finality of the workers' compensation claim. The problem stemmed from the misinterpretation of Raine v. City of Burbank decision. Raine stood for the proposit
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    California small business employers are creating a hurricane of lawsuits for themselves. With the elimination of vocational rehabilitation under California workers' compensation and after the Raine v. City of Burbank decision in January 2006, Employers' are misinterpreting the law and are refusing to accommodate employees, which is causing a massive flood of claims. Raine is an instructive opinion in that it gives the employer a step by step approach in finding whether an employee's request is reasonable in order to accommodate after a work related injury. Raine teaches employers' how to avoid the eye of the Hurricane.

    Recently, I mediated and litigated claims where the employee, permanently disabled from a work related injury, was terminated following the finality of the workers' compensation claim. The problem stemmed from the misinterpretation of Raine v. City of Burbank decision. Raine stood for the proposit

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    er the Raine v. City of Burbank decision in January 2006, Employers' are misinterpreting the law and are refusing to accommodate employees, which is causing a massive flood of claims. Raine is an instructive opinion in that it gives the employer a step by step approach in finding whether an employee's request is reasonable in order to accommodate after a work related injury. Raine teaches employers' how to avoid the eye of the Hurricane.

    Recently, I mediated and litigated claims where the employee, permanently disabled from a work related injury, was terminated following the finality of the workers' compensation claim. The problem stemmed from the misinterpretation of Raine v. City of Burbank decision. Raine stood for the proposit

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    ine is an instructive opinion in that it gives the employer a step by step approach in finding whether an employee's request is reasonable in order to accommodate after a work related injury. Raine teaches employers' how to avoid the eye of the Hurricane.

    Recently, I mediated and litigated claims where the employee, permanently disabled from a work related injury, was terminated following the finality of the workers' compensation claim. The problem stemmed from the misinterpretation of Raine v. City of Burbank decision. Raine stood for the proposit

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    . Raine teaches employers' how to avoid the eye of the Hurricane.

    Recently, I mediated and litigated claims where the employee, permanently disabled from a work related injury, was terminated following the finality of the workers' compensation claim. The problem stemmed from the misinterpretation of Raine v. City of Burbank decision. Raine stood for the proposit

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    terminated following the finality of the workers' compensation claim. The problem stemmed from the misinterpretation of Raine v. City of Burbank decision. Raine stood for the proposition that an employer does not have the duty to convert a temporary accommodation into a permanent job assignment when so doing would create a new position for the disabled employee. Employers are taking the holding to the extreme and arguing that any accommodation in the permanent job position of an employee is creating a new position. Unfortunately, employers are missing the vital component in analyzing whether a new position is being created, whether or not it is a reasonable accommodation.

    Employers still become very confused on how to handle an accommodation under a worker's compensation claim that turns into a FEHA/ADA accommodation. Employers' understand that in a work related injury that they should provide ‘light duty' positions

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