We represent California employees fired for health-related reasons such as the need for medical leave or other accommodation. No fees unless we recover.
Most of our clients were fired for one or more of the following reasons:
Because they needed medical leave and employer said they were “ineligible” or out “too long.”
Because they needed accommodation for a pregnancy-related condition (including postpartum conditions).
Because they suffered from depression or anxiety and needed accommodation for treatment/recovery
Because their employer believed they would need accommodations for health conditions based on their age or prior health issues, etc.
Why Us
25 Years Litigating Wrongful Termination Cases Throughout California.
The Only Firm Laser-Focused on Health-Related Firings
No Attorneys' Fees Unless We Recover
“For more than 20 years, I have known Perry and how he litigates discrimination cases. No one knows the law better. Perry has spent his career proving to employers that ignoring the laws protecting employees impacted by health conditions has consequences.”
“Sweet James” Bergener (Trial Lawyer)
and . . . We get it!
- You were punished for something beyond your control
- You lost your income and the sense of dignity related to your work
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You feel isolated, anxious, and unsure who to trust
- And it seems like your employer is going to get away with it
We help you move from overwhelmed to empowered by guiding you through the process of enforcing your legal rights.
A FEW RESULTS AND CLIENT COMMENTS
Results are a random sampling of a few cases with the resolution amounts reduced below actual results (so we do not publicize exact numbers). Every case result is based on the specific facts of that individual case. No prior case result is indicative of a future case result
Early resolution for employee denied job because of pregnancy
Resolution for employee fired for health condition requiring medical leave
Early resolution for employee fired for age and health condition
Verdict and attorneys’ fees for employee fired for sleeping at work due to health condition
“The most professional and intelligent attorney representative that I could have asked for. He exceeded all of my expectations to the highest level imaginable. Perry was Just superb-epic.”
“Danielle, Carie, and Perry are the best to work with! They showed so much compassion and care for my case. They kept me updated every step of the way and helped me understand the process of the case. I am very happy with [the] outcome of my case. Thank you again sickandfired.com lawyers.”
“Danielle is the best of the best! So happy with the results from my case, highly recommended.”
We are recognizing the 25th Anniversary of the Prudence Kay Poppink Act in a big way…stay tuned.
- The Prudence Kay Poppink Act was passed 25 years ago to clarify and enhance the protections California provides to employees with disabling health conditions.
- Through our PopPINK@25 initiative, we are (1) highlighting the law’s purpose, (2) exposing how employers still violate it, and (3) encouraging courts to apply it as intended.
- We put a spotlight on the law not only by enforcing the rights it provided our clients, but by reminding employers and the courts of what the law was supposed to accomplish 25 years ago and how employers continue to ignore their obligations under the law.
(Also see our “Pink Pops” page.)
LET US REVIEW WHAT HAPPENED TO YOU
We are ready to review what happened to you. Contact us today.
Sickandfired.com lawyers
Enforcing the Rights of Employees Wrongfully Terminated for Health-related Reasons with a No-Recovery-No-Fee Approach
We have been called “true believers” countless times by lawyers for corporate employers because they can see that we truly believe in the need to enforce the law and in our client’s cases. They can see how much it bothers us when employees needing accommodation for health conditions are treated as defective and not worthy of their jobs.
Here’s what so many California employers fail to acknowledge: California allows them to earn their corporate profits in California and on the backs of California employees. But by cashing in on California and its people, employers agree to comply with California’s laws protecting employees. Put simply, cashing in requires compliance. Employers who fire employees in violation of California’s protective laws are cashing in without compliance. We think the corrupt cash should go to compensate wrongfully fired employees.
Employers sued for cashing in without compliance often accuse the employees who sue them of “just trying to cash in.” The gaslighting is real.
