Establishing the Link Between Heart Attacks and Wrongful Termination in California

Akopyan Law Firm, A.P.C. Insights Team2025-08-04T07:04:58+00:00

📌 Key Takeaways FEHA Protections for Heart Conditions: Under California law, the Fair Employment and Housing Act (FEHA) protects individuals whose heart conditions, such as heart attacks, substantially limit major life activities. Employers are prohibited from taking adverse actions based on such conditions. Proving Disability Discrimination: Establishing a prima facie case under FEHA involves showing a qualifying medical condition, the ability to perform essential duties, an adverse employment action, and a causal connection between the condition and termination. Critical Role of Evidence and Timing: Documentation—such as medical records, internal communications, and performance reviews—can support claims. Timing of termination relative to condition disclosure may suggest retaliatory motives. Record Preservation Importance: Keeping relevant documents like HR communications, leave requests, and accommodation correspondence can be decisive in building a claim. Consultation and Legal Complexity: Due to the fact-specific nature and legal nuances involved, professional consultation is strongly encouraged to understand how FEHA may apply. For those navigating post-heart attack termination concerns, understanding the legal framework and preserving the right evidence can be essential to evaluating potential claims. For individuals in Los Angeles recovering from a heart attack, unexpected job termination can feel like a second blow. When recovery is already physically and emotionally taxing, losing employment without clear justification may prompt serious questions. Could the termination be tied to the heart condition? If so, understanding California law becomes essential. This article explores the legal standards for proving wrongful termination based on a medical condition under the California Fair Employment and Housing Act (FEHA), with a focus on the evidentiary burdens and employer obligations.   Legal Standards Under California Law Under California law, generally, FEHA extends broad protections to individuals with qualifying medical conditions. A heart attack, often resulting in significant limitations on major life activities, may meet the statutory definition of a disability. FEHA prohibits adverse employment actions that occur because of such a disability, provided the employer was aware of the condition. A prima facie claim of disability discrimination requires a showing of the following: The existence of a disability. Capability to perform essential job functions with or without reasonable accommodation. Termination or other adverse employment action. A causal nexus between the disability and the adverse employment action. If the employee makes a prima facie showing, the employer then has to articulate a legitimate, non-discriminatory reason for the termination. However, if that happens, then the employee may present evidence that the employer’s stated reason is merely pretextual. Crucially, timing can play a pivotal role. Terminations that closely follow disclosure of a heart condition or medical leave may raise inferences of retaliatory motivation. While proximity alone may not prove unlawful conduct, it often informs the broader evidentiary narrative. Note: Legal standards and interpretations are subject to change. Additionally, strict statutory deadlines apply for filing discrimination claims with relevant agencies (e.g., the Civil Rights Department (CRD) in California or the Equal Employment Opportunity Commission (EEOC)), making timely action crucial. Please contact a qualified employment lawyer if you feel that your rights may have been ... Read more