Richard J Vaznaugh

For the last 27 years ago I have focused my practice on representing workers from executives to rank and file in claims against their former and current employers.

I maintain a limited case load to make sure each case gets the attention it deserves.

I am highly experienced, so you can be sure you have the right lawyer to take on your civil employment dispute.

I try to make a real and positive difference for each client by honest advice and advocating vigorously and ethically for you.

Personal:

After living in several countries and several states as a child, at 18, I returned permanently to the Bay Area and attended the University of California, Berkeley and then, UC Hastings College of the Law. Thanks to my mother, who was a native Argentine, I speak fluent Spanish and I have travelled extensively in Latin America.

When not at work, I spend most of my free time with my wife and kids. I also enjoy bicycling, politics, restaurants, and travel (but only for vacation).

• Free Consultation
  A free and confidential initial consultation to see if we can assist with your case.
• Contingent Fees
  Most cases are taken based on our very competitive contingent fee arrangements.

California

Since 1994

Principal Attorney

Law Office of Richard Vaznaugh

1997 - Current

Univ of California Berkeley

Undergraduate Degree

UC Hastings COL

Law Degree

2021 listed top 5% of employment lawyers.

Superlawyers

2021

Superb rating - 10 out of 10.

Avvo

2021

Superb rating from 2014 to present

Certificate of Achievement

City of Lancaster

2020

Excellent advocacy resulting in $1,820,000 employment law settlement.

California State Bar  # 173249

Member

1994 - Current

Q. My doctor provided me documentation approving 3 days off per month for my medical condition. I went over that time

April 6, 2021

A: More information is needed to respond completely.

However, assuming this is a California, Private sector, non-union employer with at least 5 employees and that you have a bona disability, then they need to accommodate your disability reasonably. If you have documentation for 3 days of intermittent leave, then they need to honor that unless it would be very burdensome to do so. Based on what you wrote, it would be a violation of law to "cancel" it.

If you need additional time, then they need to honor that as well unless it would be a very burdensome to do so.

The employer does not actually need additional medical documentation to accommodate you since they can believe your own report of disability and needed accommodation. If they want medical documentation I would cooperate with them by getting a doctor's note. Generally, they cannot shift the cost of their own needed documentation to you, but I do not know enough to say that with certainty in your case.

There are other laws that may assist you, including the FMLA, sick leave statutes and workers compensation law. I have not addressed those here. ... Read More

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