California Employer Obligations After an Employee’s Heart Attack

Admin2025-05-31T05:28:16+00:00

📌 Key Takeaways Employer Obligations Triggered by Awareness: California employers must begin the interactive process under FEHA when they become aware—directly or indirectly—of an employee’s heart-related medical condition that may qualify as a disability. Interactive Process is Mandatory: Once aware, employers are legally required to initiate a timely, good faith interactive process to explore appropriate workplace accommodations tailored to the employee’s individual limitations. Reasonable Accommodations Must Be Considered: Employers must evaluate potential modifications such as adjusted schedules or reduced duties unless such changes would impose an undue hardship on business operations. Legal Risk from Premature Termination: Terminating an employee shortly after a heart attack without engaging in the required process may expose employers to claims of FEHA violations, including discrimination and wrongful termination. Documentation is Legally Significant: Accurate records of communications, evaluations, and decisions made during the accommodation process can support compliance or raise questions if omitted. This article provides essential context for understanding how California law protects employees recovering from serious medical events in the workplace. When a California employee suffers a heart attack, their path to recovery often includes not only medical challenges but also uncertainty about returning to work. In these moments, employers carry specific legal obligations under the Fair Employment and Housing Act (FEHA)—California’s comprehensive employment discrimination law. These responsibilities are not merely administrative; they are legally mandated safeguards that can significantly affect an individual’s livelihood and long-term financial stability. Understanding when these duties arise, what they require, and how they function in the context of cardiovascular conditions is critical—especially for employees navigating the aftermath of a sudden health event.   When the Employer’s Legal Duty Begins FEHA obligations are triggered when an employee requests an accommodation or when an employer becomes aware—through observation, direct communication, or reliable third-party disclosure—that an employee may have a physical condition substantially limiting one or more major life activities. A heart attack may meet FEHA’s definition of a disability, particularly when it results in fatigue, chest pain, or other activity-limiting complications. This threshold of awareness is legally significant. Employers may not wait for formal documentation or written accommodation requests. If a manager learns that an employee was hospitalized for cardiac issues or notices limitations in job performance upon return, the legal duty to engage in an interactive process may already be in effect.   The Interactive Process: A Legal Requirement, Not a Courtesy Once an employer has knowledge, California law requires a timely, good faith interactive process. This is not optional. It must involve a cooperative exchange aimed at identifying workplace adjustments that allow the employee to perform essential job functions. Critical elements of this process include but are not limited to: Engaging the employee in dialogue, not assumptions. Requesting only that information which is reasonably necessary to assess limitations. Assessing each case individually—blanket rejections are not compliant. An employer’s failure to engage meaningfully in the interactive process may constitute a standalone violation, even absent an outright denial of an accommodation request. Courts and regulatory agencies reviewing FEHA claims frequently ... Read more