Employment Attorneys for Government Contractor Employees

A Law Firm Protecting the Rights of California Government Contractor Employees 

Welcome to one of the largest law firms in California dedicated to representing employees. Attorneys at our offices throughout California know that legal matters about your employment require immediate attention.  Upon your call or submission of our intake form, we will reach out to you to discuss your particular case. Thereafter, we will do our utmost to protect your rights as an employee.  We take pride in treating each of our cases with the professionalism and personalized consideration it deserves.   Our lawyers and co-counsel have extensive experience litigating, mediating, and arbitrating cases.  This experience instills the respect warranted from defense counsels who believe that we will not take a case to trial.

Our clients know that their cases will be heard and will receive urgent attention with the aim at arriving at the best and most cost-effective solution.  Stephen Danz and Associates is a law firm dedicated to representing employees in the government contractor industry. Our law firm attorneys and support staff 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 defense contractor industry 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.  The attorney you trust should have the experience and fortitude to stand against the largest defense firms, and not be concerned about litigation.

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 tested positive for COVID-19 but have no symptoms and feel fine. Can my employer force me to stay out of the workplace?

  • The EEOC has recognized that the COVID-19 pandemic meets the standard of a direct threat; that is, a “significant risk of substantial harm to the health or safety of the individual or others that cannot be eliminated or reduced by reasonable accommodation” (29 C.F.R. § 1630.2(r); EEOC: Pandemic Preparedness in the Workplace and the Americans with Disabilities Act).
  • The ADA does not prohibit employers from:
  • inquiring about COVID-19-related symptoms;
  • measuring employees’ body temperature, even though this is considered a medical examination under the ADA, because COVID-19 meets the direct threat standard;
  • requiring employees to stay home if they test positive for or have COVID-19 symptoms; or
  • requiring a doctor’s note or other documents certifying the employee does not have COVID-19 or is fit for duty.
  • Employees should understand that the direct threat defense is not an exception to the ADA, but an affirmative defense to making disability-related inquiries or providing a reasonable accommodation. Call our office for any specific questions.

I applied for a job and the employer is screening applicants for COVID-19 symptoms or conditions that make them vulnerable to COVID-19-related complications. Is this legal?

  • Before making a conditional offer, an employer may not ask an applicant not showing symptoms to disclose whether they have a medical condition that makes them vulnerable to COVID-19complications.
  • An employer may screen applicants for COVID-19 symptoms after making a conditional job offer if it does so for all entering employees in the same type of job.

I have a job offer and tested positive for or have symptoms of COVID-19. Can the employer withdraw my job offer or delay my start date?

An employer should delay the start date because an individual suffering from COVID-19 or symptoms associated with it should not be in the workplace. An employer may withdraw the job offer if it needs the applicant to start immediately and cannot wait for the employee to recover.