Walt Disney Company Employees – Plaintiff’s Employment Attorneys

An Employment Attorney Serving Walt Disney Company Employees

If you are a former or current employee at Walt Disney Company, please be aware that your rights are protected by California and federal laws.   Similar to other companies in California, there have been a number of lawsuits claiming age discrimination, gender discrimination, and religious discrimination, among others, against the Walt Disney Company.  We continually receive reports of the rampant hostile work environment, discrimination, harassment, retaliation, and unlawful wage disparity occurring at California-based corporations.

If you have any questions about employment rights in California, complete the in-take form on our site or call us.  One of our dedicated attorneys will discuss the case with you and provide you with candor and responsiveness.

Religious Creed-Related Misconduct

The FEHA prohibits employers from discriminating against employees, applicants, unpaid interns, and volunteers based on religion, religious observances, and dress and grooming practices. For example, refusing to hire a Muslim applicant because she wears a headscarf violates the FEHA.  An employer’s failure to accommodate religious beliefs or observances is an independent violation of the FEHA (See Cal. Gov’t Code § 12940(l)(1)).  Therefore, if you experience such conduct, or notice such behavior toward another employee, please speak up and notify our office.

Disabilities and Medical Condition-Related Misconduct

In general, employers are prohibited from requiring certain examinations and making certain inquiries of employees and applicants, including:

  • Any medical or psychological examination.
  • Any inquiry regarding:
  • medical or psychological matters;
  • whether the individual has a mental disability, physical disability, or medical condition; and
  • the nature or severity of a physical disability, mental disability, or medical condition.

(See Cal. Gov’t Code § 12940(e)(1), (f)(1).)

This rule does not prohibit employers from conducting voluntary medical examinations (including, voluntary medical histories) that are part of an employee health program available to employees at work.  However, there is an exception for all employee examinations and inquiries, if they are both job-related and consistent with business necessity.  In the case of applicants, the same exception applies only to a medical or psychological examination or inquiry, and the employer must ensure both that:

  • These inquiries are made only after an employment offer, but before work duties begin.
  • All entering employees in the same job classification are subject to the same examination or inquiry.

With regard to applicants, the FEHA also authorizes an employer to inquire into the ability of an applicant to perform job-related functions and respond to an applicant’s request for reasonable accommodation.  For both disabilities and medical conditions, employers may refuse to hire or may terminate an employee because he or she either is unable to perform his or her essential duties, even with reasonable accommodations and perform essential duties in a manner that would endanger his or her health or safety or that of others even with reasonable accommodations.  As it pertains to genetic information-related misconduct, employers may not, directly or indirectly, have an applicant, employee, or person tested for any genetic characteristic.  If you have any questions regarding any of the above, please let our office know, and we will confidently and expediently review your case and provide you with your legal options.

You have a powerful legal team on your side.  Stephen Danz and Associates’ affiliated California employment lawyers are dedicated to representing plaintiffs-only and have been doing so for almost five decades.  Our 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 every client with the maximum representation and 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.