Employment Attorneys for Entertainment Industry Representing Employees

A Leading Employment Law Firm for Employees in the Entertainment Industry

California, and especially Los Angeles, is known for its entertainment industry.  Within the entertainment industry, we have media businesses, film, theater, fine art, dance, opera, music, literary publishing, television and radio.  Each of these categories includes employers that employ thousands of employees throughout our state.  Accordingly, there is no shortage of discrimination, harassment, retaliation, and wrongful termination that takes place by these employers.  Along with the sheer size of the entertainment industry and its billions of dollars, there is also the common occurrence of unlawful conduct – and not just by directors/producers.  To battle such employer behavior and actions, there are attorneys who specialize in employment law and specifically know the state and federal laws that protect employees. Stephen Danz and Associates is one of those firms – a leading law firm dedicated to representing employees in the entertainment industry. Our law firm 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.

California’s entertainment industry is diverse and complex.  Over the last few years, we have noticed a pattern of cases around discrimination against employees with disabilities.  Accordingly, employees who face discrimination, retaliation, harassment, wrongful termination or related employer prohibited activity because they are disabled, should seek the help of competent and knowledgeable California employment lawyers.  The attorney you trust should have the experience and fortitude to stand against the largest defense firms, and not be concerned about litigation.

What is Considered a Disability for Protective Status of Employees under California Law?

A qualifying disability may be physical or mental and includes impairments or disorders not specifically described, but require special education or related services. FEHA’s coverage is intended to be broader than similar coverage provided under the Americans with Disabilities Act (“ADA”). If, however, the ADA’s disability definitions would result in broader protection or coverage, they will prevail over any conflicting FEHA provisions.  Both FEHA and the ADA may be used in complaints against disability discrimination.

How are Employees Protected based on their Physical Disability?

Physical disability is defined as a physiological disease, disorder, condition, cosmetic disfigurement, or anatomical loss that limits a major life activity, including working, and affects one or more of the following body systems: Neurological, Immunological, Musculoskeletal, Special sense organs, Respiratory, including speech organs, Cardiovascular, Reproductive, Digestive, Genitourinary, Hemic and lymphatic, Skin, Endocrine. Examples of physical disabilities include: Deafness, Blindness, Partially or completely missing limbs, Mobility impairments requiring the use of a wheelchair, Cerebral palsy. Chronic or episodic conditions such as: HIV/AIDS; hepatitis; epilepsy; seizure disorder; diabetes; multiple sclerosis; and heart and circulatory disease.

How are Employees Protected based on their Mental Disability?

Mental disability is defined as a mental or psychological disorder or condition that limits a major life activity. Examples of mental disabilities include: Intellectual or cognitive disability, Organic brain syndrome, Emotional or mental illness, Specific learning disabilities such as: perceptual disabilities; brain injury; minimal brain dysfunction; dyslexia; and developmental aphasia, Autism spectrum disorders, Schizophrenia, Chronic or episodic conditions such as: clinical depression; bipolar disorder; post-traumatic stress disorder; and obsessive compulsive disorder.

Special Education

A physical or mental disability also includes any other health impairment or mental or psychological disorder or condition not described above that requires special education or related services. A special education disability may include a “specific learning disability” that is “manifested by significant difficulties in the acquisition and use of” any of the following: Listening, Speaking, Reading, Writing, Reasoning, or Mathematical abilities. If unrelated to a health impairment or mental or psychological disorder, an English as a second language learner does not qualify as having a special education disability.

Contact Us for Help

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.