About Accommodate Me

Our purpose is simple:

To make sure every recovery finds a fair return — to purpose, to dignity, to work.
Accommodate Me exists to help bridge the gap between recovery and opportunity.
Born from a real experience of returning to work after serious illness, our mission is to ensure that every employee receives compassion, respect, and lawful accommodation under the ADA and California FEHA.

We share authentic stories of recovery, explain the laws that protect employees, and provide practical guidance for both workers and employers who want to create fair, inclusive workplaces.

Fighting for Life, Fighting for Dignity

When doctors said I was 96% close to dying, I refused to surrender. Through faith, discipline, and daily effort, I rebuilt my body and spirit—one healthy meal, one workout, one step at a time. My Walmart purchases became proof of nourishment; a simple pull-up bar from eBay became my gym of recovery. I trained not to escape disability but to prove my readiness to work again. My journey stands as living evidence that recovery is not weakness—it’s strength, determination, and the undeniable right to be accommodated with dignity.

Daniel Praniuk

Laws That Protect You

At Accommodate Me, we believe knowledge is power. These are the main laws that protect employees in California who are recovering from illness or living with a disability.
Each ensures your right to a fair return to work, dignity, and lawful accommodation.

42 U.S.C. § 12112(a)

"No covered entity shall discriminate against a qualified individual on the basis of disability in regard to job application procedures, the hiring, advancement, or discharge of employees, employee compensation, job training, and other terms, conditions, and privileges of employment."

42 U.S.C. § 12112(b)(5)(A)

t is unlawful for a covered entity "not [to] mak[e] reasonable accommodations to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless such covered entity can demonstrate that the accommodation would impose an undue hardship on the operation of the business of such covered entity."

It is also unlawful "to deny employment opportunities to a job applicant or employee who is otherwise a qualified individual with a disability, if such denial is based on the need... to make reasonable accommodation to the physical or mental impairments of the employee or applicant."

42 U.S.C. § 12112(b)(5)(B)

ADA Protections (Federal Law: Americans with Disabilities Act of 1990, as Amended)

FEHA Protections (California Law: Fair Employment and Housing Act,
Government Code § 12900 et seq.)

Gov. Code § 12940(a)

Gov. Code § 12940(m)(1)

2 CCR § 11069(a)

"It is an unlawful employment practice... [f]or an employer, because of the... physical disability, mental disability, medical condition... of any person, to discriminate against the person in compensation or in terms, conditions, or privileges of employment."

"It is an unlawful employment practice... [f]or an employer or other entity covered by this part to fail to make reasonable accommodation for the known physical or mental disability of an applicant or employee. Nothing in this subdivision shall require an employer to restructure a job, provide reduced work hours, or provide a leave of absence if the employer demonstrates that the accommodation would impose an undue hardship on the operation of the business of the employer."

"For an employer or other entity covered by this part to, in addition to the employee protections provided pursuant to subdivision (h), retaliate or otherwise discriminate against a person for requesting accommodation under this subdivision, regardless of whether the request was granted."

Gov. Code § 12940(n)

2 CCR § 11068(a)

Gov. Code § 12940(m)(2)

"It is an unlawful employment practice... [f]or an employer, because of the... physical disability, mental disability, medical condition... of any person, to discriminate against the person in compensation or in terms, conditions, or privileges of employment."

"An employer or other covered entity has an affirmative duty to make reasonable accommodation(s) for the disability of any individual applicant or employee if the employer or other covered entity knows of the disability, unless the employer or other covered entity can demonstrate, after engaging in the interactive process, that the accommodation would impose an undue hardship."

When needed to identify or implement an effective, reasonable accommodation for an employee or applicant with a disability, the FEHA requires a timely, good faith, interactive process between an employer or other covered entity and an applicant, employee, or the individual's representative, with a known physical or mental disability or medical condition."

Rebuild Your Future
with Dignity

Your recovery is not the end of your story—it’s the start of your comeback. Every person deserves a fair chance to return, rebuild, and rise again with purpose, protection, and respect.

Legal & Empowering

Compassionate & Hopeful

Under ADA and FEHA, you have the right to a fair return to work. We help transform your journey from recovery to opportunity—because healing should lead to purpose, not exclusion.

Behind every story of illness is a story of strength. We believe in a workplace where compassion meets compliance, and where every employee can return with dignity and confidence.

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