ADA Attorney in San Diego

We Know How Employers Defend Accommodation Denials. We Use That Against Them.

When an employer denies a reasonable accommodation or refuses to engage with an accommodation request, that isn’t just a workplace frustration. It may be a violation of federal and state law. At AMartin Law, Alisa A. Martin brings more than 20 years of legal experience to ADA compliance matters, including over six years spent on the defense side at a large international law firm. That background shapes exactly how we evaluate an employer’s position before your case advances. We’ve secured millions of dollars in compensation for employees and consumers in San Diego since 2009, and we offer free consultations so you can understand your legal standing before deciding how to proceed.

If your employer has denied an accommodation, refused to engage in good faith, or retaliated against you for requesting help, call our office at (619) 268-6585 to speak with an ADA lawyer in San Diego at no cost.

What the ADA & FEHA Require San Diego Employers to Do

Title I of the Americans with Disabilities Act requires covered employers to provide reasonable accommodations to qualified employees with disabilities unless doing so would create an undue hardship. The ADA applies to employers with 15 or more employees. California’s Fair Employment and Housing Act goes further, covering employers with 5 or more employees and providing broader protections in several respects.

Once an employee requests an accommodation or an employer has reason to believe one may be needed, the employer must engage in a timely, good-faith interactive process. This is a structured conversation between employer and employee to identify what accommodations are possible. Skipping it, stalling it, or going through the motions without genuine engagement is itself a violation. Undue hardship is the main defense employers raise, but it must be grounded in specifics: the actual cost of the accommodation, the employer’s size, available resources, and the nature of its operations. Broad claims that an accommodation is “too difficult” generally don’t meet the legal threshold.

Signs Your Employer May Not Be Complying with the ADA

ADA compliance failures aren’t always obvious. Some employers deny accommodation requests outright. Others simply never respond to them. Common signs include a flat refusal to modify duties or schedules, a failure to initiate or participate in the interactive process, or discipline and adverse treatment following an accommodation request. That last pattern is retaliation, which carries its own legal weight under both the ADA and FEHA.

We handle ADA-related disputes ranging from individual claims to class actions. No two cases present the same facts, and we don’t apply the same approach to every one. Alisa Martin builds each strategy around what the specific employer actually did, what defenses they’re likely to raise, and where those defenses are most vulnerable.

How Our Corporate-Defense Background Shapes Our Approach

Alisa Martin spent years inside corporate defense before founding AMartin Law in 2009 with a clear purpose: to stand up for individuals against corporate wrongdoing. That experience is directly relevant to ADA cases. We know how employers and their counsel assess accommodation requests internally, how they document undue hardship claims, and where those claims tend to fall apart under scrutiny. When you work with us, you’re working with an attorney who has seen both sides of these disputes.

Alisa also holds a Master’s degree in clinical psychology. Disability accommodation disputes are rarely just legal matters. They often involve prolonged stress, professional uncertainty, and the strain of fighting an institution that holds significant power over your livelihood. We bring assertive legal advocacy and a genuine understanding of that human dimension to every case.

Across hundreds of California court appearances, we’ve built familiarity with how different courts and judges handle employment matters, including the San Diego County courts where most local claims proceed. Alisa Martin has been selected to Super Lawyers for eight consecutive years, reflecting consistent peer recognition for this work.

Start with a Free Consultation

We try to respond to every inquiry within 24 hours because we know the questions don’t stop when the workday ends. A free consultation gives you the opportunity to present your situation to an ADA attorney in San Diego who can assess whether your employer’s conduct holds up against what the law actually requires.

Call (619) 268-6585 or reach out online to schedule your free consultation with AMartin Law.