Employment Attorney for California’s Aerospace Industry

California Aerospace Industry – Employment Attorneys

At Stephen Danz and Associates, our attorneys understand the complex and time-sensitive nature of employment cases.  Therefore, we are known as the go-to law firm for immediate communication and the maximum case of our clients.  In fact, our law firm is dedicated to representing employees in the aerospace industry. Know that the attorneys and support staff, as well as co-counsel, are a powerful legal team on your side.  We even the field when it comes to taking on the large employers and their defense counsels.  Our law firm leader, Stephen Danz, has been a pilot for decades and knows the industry.

California’s aerospace industry has a storied past and is diverse and complex.  It is also one of the largest industries in the United States.  Accordingly, employees who face discrimination, retaliation, harassment, wrongful termination or related employer prohibited activity, should seek the help of competent and knowledgeable California employment lawyers who has experience in this industry.  The attorney you trust should have the experience and fortitude to stand against the largest defense firms, and not be concerned about litigation.

We are a plaintiff-only law firm in California.  Our leadership has practiced law in California for five decades.  Accordingly, the experience, resources, and years of litigation prepared us to fight for your legal rights in California’s state and federal courts.  The team focuses only on employment law and therefore can provide clients with maximum compensation and most favorable results.  This is critical as employment laws constantly change – whether it is the types of charges, defenses, deadlines, or court rules.  Trust our team for its transparency, knowledge and constant communication.   Below, we list several recent common COVID-19 questions we got from clients.  Each situation is unique.  Therefore, we encourage you to call us to discuss your case.

I have a job offer but the employer wants to withdraw the offer or delay my start date because I have a medical condition that puts me at a higher risk of complications from COVID-19. Is this legal?

  • No. An employer may not withdraw a job offer based on a post-offer medical examination unless the applicant poses a direct threat to employee health or safety. This assessment must:
  • be individually assessed;
  • be based on the individual’s present ability to safely perform the essential functions of the job; and
  • consider the imminence of the risk, the severity of the harm, and the availability of reasonable accommodations to reduce the risk below the direct threat level.

I have a preexisting disability that puts me at a higher risk of complications from COVID-19 and works at a job that can only be performed at the workplace. Can I request an accommodation to reduce or eliminate exposure to COVID-19?

  • Yes. Employers must provide reasonable accommodations to an employee with a disability, absent undue hardship to the employer. The employee (or his/her counsel) should suggest accommodations to reduce the employee’s exposure without causing undue hardship on the employer. The EEOC, the Job Accommodation Network (JAN), and the CDC have useful resources for employees and employers to identify potential accommodations.

In addition, the California Fair Employment and Housing Act (“FEHA”) requires employers of five or more employees to provide reasonable accommodation for individuals with a physical or mental disability to apply for jobs and to perform the essential functions of their jobs unless it would cause an undue hardship to the employer.  According to FEHA, Reasonable Accommodation may include the following:

  • Changing job duties
  • Providing leave for medical care
  • Changing work schedules
  • Relocating the work area
  • Providing mechanical or electrical aids

Call our office with any specific questions in this regard.