California has set the precedent qualifying EHS as a triable issue, based on their Fair Employment and Housing Act (FEMA) — even if the diagnosis is not (yet) recognized as a disability by the ADA or the Healthcare Industry. The keyword phrase you want, to find the 101 on this issue, is Brown v. Los Angeles Unified School District Dist.

The California Fair Employment and Housing Act of 1959 is a California statute used to fight sexual harassment and other forms of unlawful discrimination in employment and housing, which was passed on September 18, 1959. It now officially applies also to Electromagnetic Hyper-Sensitivity. In the state of California.

Well done!

Another useful term here is “tort” — a wrongful act or an infringement of a right leading to legal liability.

The tort in question began in 2015. Brown and her support network didn’t get the precedent set until February of 2021. In the middle of a global lockdown – how impressive is that?

5 to 6 years. But an important win for the American people.

How this legislative precedent can then be applied to other states, beyond even the United States, is an interesting question. Anti-discrimination laws, they’re called. Race, Age, Gender and now Electromagnetic HyperSensitivity.

There’s lots to think about here.

My first question is: What is the Before and After? Was the plaintiff awarded damages? Is the LA School System being billed for the expenses incurred by the prosecution? Is the LA School System now going to think twice before deploying wireless technology in the school system, now that it’s been made clear that people with EHS must be accommodated, or else what? What’s it costing?

Brown v LA School System
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