{"id":1332,"date":"2021-10-25T03:51:24","date_gmt":"2021-10-25T03:51:24","guid":{"rendered":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/?page_id=1332"},"modified":"2022-05-05T17:27:35","modified_gmt":"2022-05-05T17:27:35","slug":"caci-2541-disability-discrimination-reasonable-accommodation-essential-factual-elements-gov-code-%c2%a7-12940m","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2541-disability-discrimination-reasonable-accommodation-essential-factual-elements-gov-code-%c2%a7-12940m\/","title":{"rendered":"CACI 2541 Disability Discrimination\u2014Reasonable Accommodation\u2014Essential Factual Elements (Gov. Code, \u00a7\u200912940(m))"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kuo0ws2l-00433758cfc65b263d377a5166e57cea\">\n#top .av-special-heading.av-kuo0ws2l-00433758cfc65b263d377a5166e57cea{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kuo0ws2l-00433758cfc65b263d377a5166e57cea .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-kuo0ws2l-00433758cfc65b263d377a5166e57cea .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-kuo0ws2l-00433758cfc65b263d377a5166e57cea av-special-heading-h1 blockquote modern-quote  avia-builder-el-0  el_before_av_hr  avia-builder-el-first '><h1 class='av-special-heading-tag '  itemprop=\"headline\"  >CACI 2541 Disability Discrimination\u2014Reasonable Accommodation\u2014Essential Factual Elements (Gov. Code, \u00a7\u200912940(m))<\/h1><div class='av-subheading av-subheading_below'><p>California Civil Jury Instructions CACI<\/p>\n<\/div><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div>\n<div  class='hr av-av_hr-91d7ccd583a503147498e120fee2ff9b hr-default  avia-builder-el-1  el_after_av_heading  el_before_avia_sc_search '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7\">\n#top .avia_search_element.av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7 .av_searchform_wrapper{\nborder-radius:0px 0px 0px 0px;\nborder-color:#edae44;\nbackground-color:#edae44;\n}\n#top .avia_search_element.av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7 #s.av-input-field{\nborder-radius:0px 0px 0px 0px;\n}\n#top .avia_search_element.av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7 #searchsubmit{\nborder-radius:0px 0px 0px 0px;\n}\n#top .avia_search_element.av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7 .av_searchsubmit_wrapper{\nborder-radius:0px 0px 0px 0px;\n}\n.ajax_search_response.av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7{\npadding:0px 0px 0px 0px;\nmargin:0px 0px 0px 0px;\n}\n<\/style>\n<div  class='avia_search_element av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7  avia-builder-el-2  el_after_av_hr  el_before_av_textblock '><search><form action='https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/' id='searchform_element' method='get' class='' data-element_id='av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7' ><div class='av_searchform_wrapper'><input type='search' value='' id='s' name='s' placeholder='Search CACI' aria-label='Search CACI' class='av-input-field ' required \/><div class='av_searchsubmit_wrapper '><input type='submit' value='Find' id='searchsubmit' class='button ' title='View results on search page' aria-label='View results on search page' \/><\/div><input type='hidden' name='numberposts' value='8' \/><input type='hidden' name='post_type' value='page' \/><input type='hidden' name='results_hide_fields' value='post_titles,meta,image' \/><\/div><\/form><\/search><\/div>\n<section  class='av_textblock_section av-av_textblock-e878f05c31dff72941bf1e49a00d9ff5 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><ul>\n<li><a href=\"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/\">CACI Jury Instructions Index<\/a><\/li>\n<li><a href=\"https:\/\/caci-fillable-forms.crowdsourcelawyers.com\/\">App: CACI Jury Instructions Fillable Forms Word Format<\/a><\/li>\n<\/ul>\n<\/div><\/section>\n<div  class='hr av-av_hr-91d7ccd583a503147498e120fee2ff9b hr-default  avia-builder-el-4  el_after_av_textblock  el_before_av_textblock '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kuo0y7si-f43fed51fed37875e08b67cd00e31cb2\">\n#top .av_textblock_section.av-kuo0y7si-f43fed51fed37875e08b67cd00e31cb2 .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kuo0y7si-f43fed51fed37875e08b67cd00e31cb2 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2541\u00a0Disability Discrimination\u2014Reasonable Accommodation\u2014Essential Factual Elements (Gov. Code, \u00a7\u200912940(m))<\/h2>\n<hr \/>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] claims that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] failed to reasonably accommodate [his\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">select term to describe basis of limitations, e.g., physical condition<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]. To establish this claim, [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] must prove all of the following:<\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">1.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was [an employer\/[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">other covered entity<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]];<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">2.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] [was an employee of [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\/applied to [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] for a job\/[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">describe other covered relationship to defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]];<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">3.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That [[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] had\/[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] treated [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] as if [he\/she\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] had] [a] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">e.g., physical condition<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] [that limited [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">insert major life activity<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]];<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[4.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] knew of [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">e.g., physical condition<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] [that limited [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">insert major life activity<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]];]<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">5.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was able to perform the essential duties of [[his\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] current position or a vacant alternative position to which [he\/she\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] could have been reassigned\/the position for which [he\/she\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] applied] with reasonable accommodation for [his\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">e.g., physical condition<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">];<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">6.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] failed to provide reasonable accommodation for [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">e.g., physical condition<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">];<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">7.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was harmed; and<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">8.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s failure to provide reasonable accommodation was a substantial factor in causing [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s harm.<\/span><\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[In determining whether [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">e.g., physical condition<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] limits [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">insert major life activity<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">], you must consider the [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">e.g., physical condition<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] [in its unmedicated state\/without assistive devices\/[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">describe mitigating measures<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]].] <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<div class=\"SS_Note\">\n<h2 class=\"SS_HideShowSection SS_Expandable\"><\/h2>\n<div id=\"TRNotes_n_1\">\n<p><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">New September 2003; Revised April 2007, December 2007, April 2009, December 2009, June 2010, December 2011, June 2012, June 2013, May 2019 <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<p><a href=\"https:\/\/crowdsourcelawyers.com\/\">Crowdsource Lawyers<\/a><\/p>\n<p><a href=\"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\">https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci<\/a><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\"><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<\/div>\n<\/div>\n<div class=\"SS_Note\">\n<h2 class=\"SS_HideShowSection SS_Expandable\">Directions for Use<\/h2>\n<div id=\"TRNotes_n_2\">\n<p>Select a term to use throughout to describe the source of the plaintiff\u2019s limitations. It may be a statutory term such as \u201cphysical disability,\u201d \u201cmental disability,\u201d or \u201cmedical condition.\u201d (See\u00a0Gov. Code, \u00a7\u200912940(a).) Or it may be a general term such as \u201ccondition,\u201d \u201cdisease,\u201d or \u201cdisorder.\u201d Or it may be a specific health condition such as \u201cdiabetes.\u201d<\/p>\n<p>For element 1, the court may need to instruct the jury on the statutory definition of \u201cemployer\u201d under the FEHA. Other covered entities under the FEHA include labor organizations, employment agencies, and apprenticeship training programs. (See\u00a0Gov. Code, \u00a7\u200912940(a)\u2013(d).)<\/p>\n<p>This instruction is for use by both an employee and a job applicant. Select the appropriate options in elements 2 and 5 depending on the plaintiff\u2019s status.<\/p>\n<p>If medical-condition discrimination as defined by statute (see\u00a0Gov. Code, \u00a7\u200912926(i)) is alleged, omit \u201cthat limited [<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">insert major life activity<\/span>]\u201d in elements 3 and 4 and do not include the last paragraph. (Compare\u00a0Gov. Code, \u00a7\u200912926(i)\u00a0with\u00a0Gov. Code, \u00a7\u200912926(j),\u00a0(m)\u00a0[no requirement that medical condition limit major life activity].)<\/p>\n<p>In a case of perceived disability, include \u201c[<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span>] treated [<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span>] as if [he\/she\/<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span>] had\u201d in element 3, and delete optional element 4. (See\u00a0Gov. Code, \u00a7\u200912926(j)(4),\u00a0(m)(4)\u00a0[mental and physical disability include being regarded or treated as disabled by the employer].) In a case of actual disability, include \u201c<span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span>] had\u201d in element 3, and give element 4.<\/p>\n<p>If the existence of a qualifying disability is disputed, additional instructions defining \u201cphysical disability,\u201d \u201cmental disability,\u201d and \u201cmedical condition\u201d may be required. (See\u00a0Gov. Code, \u00a7\u200912926(i),\u00a0(j),\u00a0(m).)<\/p>\n<p>The California Supreme Court has held that under\u00a0Government Code section 12940(a), the plaintiff is required to prove that the plaintiff has the ability to perform the essential duties of the job with or without reasonable accommodation. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Green v. State of California<\/span>\u00a0(2007) 42 Cal.4th 254, 260 [64 Cal.Rptr.3d 390, 165 P.3d 118].) While the court left open the question of whether the same rule should apply to cases under\u00a0Government Code section 12940(m)\u00a0(see\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">id.<\/span>\u00a0at p. 265), appellate courts have subsequently placed the burden on the employee to prove that the employee would be able to perform the job duties with reasonable accommodation (see element 5). (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Cuiellette v. City of Los Angeles<\/span>\u00a0(2011) 194 Cal.App.4th 757, 766 [123 Cal.Rptr.3d 562];\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Nadaf-Rahrov v. The Neiman Marcus Group, Inc.<\/span>\u00a0(2008) 166 Cal.App.4th 952, 973\u2013979 [83 Cal.Rptr.3d 190].)<\/p>\n<p>There may still be an unresolved issue if the employee claims that the employer failed to provide the employee with other suitable job positions that the employee might be able to perform with reasonable accommodation. The rule has been that the employer has an affirmative duty to make known to the employee other suitable job opportunities and to determine whether the employee is interested in, and qualified for, those positions, if the employer can do so without undue hardship or if the employer offers similar assistance or benefit to other disabled or nondisabled employees or has a policy of offering such assistance or benefit to any other employees. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Prilliman v. United Air Lines, Inc.<\/span>\u00a0(1997) 53 Cal.App.4th 935, 950\u2013951 [62 Cal.Rptr.2d 142]; see also\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Furtado v. State Personnel Bd.<\/span>\u00a0(2013) 212 Cal.App.4th 729, 745 [151 Cal.Rptr.3d 292];\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Claudio v. Regents of the University of California<\/span>\u00a0(2005) 134 Cal.App.4th 224, 243 [35 Cal.Rptr.3d 837];\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Hanson v. Lucky Stores<\/span>\u00a0(1999) 74 Cal.App.4th 215, 226 [87 Cal.Rptr.2d 487].) In contrast, other courts have said that it is the employee\u2019s burden to prove that a reasonable accommodation could have been made, i.e., that the employee was qualified for a position in light of the potential accommodation. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Nadaf-Rahrov, supra<\/span>, 166 Cal.App.4th at p. 978; see also\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Cuiellette, supra<\/span>, 194 Cal.App.4th at p. 767\u00a0[plaintiff proves the plaintiff is a qualified individual by establishing that the plaintiff can perform the essential functions of the position to which reassignment is sought].) The question of whether the employee has to present evidence of other suitable job descriptions and prove that a vacancy existed for a position that the employee could do with reasonable accommodation may not be fully resolved.<\/p>\n<p>No element has been included that requires the plaintiff to specifically request reasonable accommodation. Unlike\u00a0Government Code section 12940(n)\u00a0on the interactive process (see\u00a0CACI No. 2546,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Disability Discrimination\u2014Reasonable Accommodation\u2014Failure to Engage in Interactive Process<\/span>), section 12940(m) does not specifically require that the employee request reasonable accommodation; it requires only that the employer know of the disability. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Prilliman, supra<\/span>, 53 Cal.App.4th at pp. 950\u2013951.) <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/p>\n<hr \/>\n<\/div>\n<\/div>\n<div class=\"SS_Note\">\n<h2 class=\"SS_HideShowSection SS_Expandable\">Sources and Authority<\/h2>\n<div id=\"TRNotes_n_3\">\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">Reasonable Accommodation Required.\u00a0Government Code section 12940(m).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cReasonable Accommodation\u201d Explained.\u00a0Government Code section 12926(p).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cMedical Condition\u201d Defined.\u00a0Government Code section 12926(i).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cMental Disability\u201d Defined.\u00a0Government Code section 12926(j).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cPhysical Disability\u201d Defined.\u00a0Government Code section 12926(m).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cSubstantial\u201d Limitation Not Required.\u00a0Government Code section 12926.1(c).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThere are three elements to a failure to accommodate action: \u2018(1) the plaintiff has a disability covered by the FEHA; (2) the plaintiff is a qualified individual (i.e., he or she can perform the essential functions of the position); and (3) the employer failed to reasonably accommodate the plaintiff\u2019s disability. [Citation.]\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Hernandez v. Rancho Santiago Cmty. College Dist.<\/span>\u00a0(2018) 22 Cal.App.5th 1187, 1193\u20131194 [232 Cal.Rptr.3d 349].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cUnder the FEHA, \u2018reasonable accommodation\u2019 means \u2018a modification or adjustment to the workplace that enables the employee to perform the essential functions of the job held or desired.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Cuiellette, supra<\/span>, 194 Cal.App.4th at p. 766.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cReasonable accommodations include \u2018[j]ob restructuring, part-time or modified work schedules,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">reassignment to a vacant position<\/span>,\u2009\u2026 and other similar accommodations for individuals with disabilities.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Swanson v. Morongo Unified School Dist.<\/span>\u00a0(2014) 232 Cal.App.4th 954, 969 [181 Cal.Rptr.3d 553], original italics.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe examples of reasonable accommodations in the relevant statutes and regulations include reallocating nonessential functions or modifying how or when an employee performs an essential function, but not eliminating essential functions altogether. FEHA does not obligate the employer to accommodate the employee by excusing him or her from the performance of essential functions.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Nealy v. City of Santa Monica<\/span>\u00a0(2015) 234 Cal.App.4th 359, 375 [184 Cal.Rptr.3d 9].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cA term of leave from work can be a reasonable accommodation under FEHA, and, therefore, a request for leave can be considered to be a request for accommodation under FEHA.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Moore v. Regents of University of California<\/span>\u00a0(2016) 248 Cal.App.4th 216, 243 [206 Cal.Rptr.3d 841], internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cFailure to accommodate claims are not subject to the\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">McDonnell Douglas<\/span>\u00a0burden-shifting framework.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Cornell v. Berkeley Tennis Club<\/span>\u00a0(2017) 18 Cal.App.5th 908, 926 [227 Cal.Rptr.3d 286].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe question now arises whether it is the employees\u2019 burden to prove that a reasonable accommodation could have been made, i.e., that they were qualified for a position in light of the potential accommodation, or the employers\u2019 burden to prove that no reasonable accommodation was available, i.e., that the employees were not qualified for any position because no reasonable accommodation was available. [\u00b6\u00b6] Applying\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Green\u2019s<\/span>\u00a0burden of proof analysis to section 12940(m), we conclude that the burden of proving ability to perform the essential functions of a job with accommodation should be placed on the plaintiff under this statute as well. First,\u2009\u2026 an employee\u2019s ability to perform the essential functions of a job is a prerequisite to liability under section 12940(m). Second, the Legislature modeled section 12940(m) on the federal reasonable accommodation requirement (adopting almost verbatim the federal statutory definition of \u2018reasonable accommodation\u2019 by way of example). Had the Legislature intended the employer to bear the burden of proving ability to perform the essential functions of the job, contrary to the federal allocation of the burden of proof,\u2009\u2026 it could have expressly provided for that result, but it did not. Finally, general evidentiary principles support allocating the burden of proof on this issue to the plaintiff.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Nadaf-Rahrov, supra<\/span>, 166 Cal.App.4th at pp. 977\u2013978, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c\u2009\u2018If the employee cannot be accommodated in his or her existing position and the requested accommodation is reassignment, an employer must make affirmative efforts to determine whether a position is available. [Citation.] A reassignment, however, is not required if \u201cthere is no vacant position for which the employee is qualified.\u201d [Citations.] \u201cThe responsibility to reassign a disabled employee who cannot otherwise be accommodated does \u2018not require creating a new job, moving another employee, promoting the disabled employee or violating another employee\u2019s rights\u2009\u2026\u2009.\u201d\u2009\u2019 [Citations.] \u201cWhat is required is the \u2018duty to reassign a disabled employee if an already funded, vacant position at the same level exists.\u2019 [Citations.]\u201d [Citations.]\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Furtado, supra<\/span>, 212 Cal.App.4th at p. 745.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[A]n employee\u2019s probationary status does not, in and of itself, deprive an employee of the protections of FEHA, including a reasonable reassignment. The statute does not distinguish between the types of reasonable accommodations an employer may have to provide to employees on probation or in training and those an employer may have to provide to other employees. We decline to read into FEHA a limitation on an employee\u2019s eligibility for reassignment based on an employee\u2019s training or probationary status. Instead, the trier of fact should consider whether an employee is on probation or in training in determining whether a particular reassignment is comparable in pay and status to the employee\u2019s original position.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Atkins v. City of Los Angeles<\/span>\u00a0(2017) 8 Cal.App.5th 696, 724 [214 Cal.Rptr.3d 113], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[A] disabled employee seeking reassignment to a vacant position \u2018is entitled to preferential consideration.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Swanson, supra<\/span>, 232 Cal.App.4th at p. 970.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c\u2009\u2018Generally, \u201c\u2009\u2018[t]he employee bears the burden of giving the employer notice of the disability.\u2019\u2009\u201d\u2009\u2019 An employer, in other words, has no affirmative duty to investigate whether an employee\u2019s illness might qualify as a disability. \u2018\u2009\u201c\u2009\u2018[T]he employee can\u2019t expect the employer to read his mind and know he secretly wanted a particular accommodation and sue the employer for not providing it. Nor is an employer ordinarily liable for failing to accommodate a disability of which it had no knowledge.\u2019\u2009\u201d\u2009\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Featherstone v. Southern California Permanente Medical Group<\/span>\u00a0(2017) 10 Cal.App.5th 1150, 1167 [217 Cal.Rptr.3d 258], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c\u2009\u2018[A]n employer \u201cknows an employee has a disability when the employee tells the employer about his condition, or when the employer otherwise becomes aware of the condition, such as through a third party or by observation.\u201d\u2009\u2019\u2009\u2026\u2009[\u00b6] \u2018While knowledge of the disability can be inferred from the circumstances, knowledge will only be imputed to the employer when the fact of disability is the\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">only<\/span>\u00a0reasonable interpretation of the known facts. \u201cVague or conclusory statements revealing an unspecified incapacity are not sufficient to put an employer on notice of its obligations under the [FEHA].\u201d\u2009\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Featherstone, supra,<\/span>\u00a010 Cal.App.5th at p. 1167, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIn other words, so long as the employer is aware of the employee\u2019s condition, there is no requirement that the employer be aware that the condition is considered a disability under the FEHA. By the same token, it is insufficient to tell the employer merely that one is disabled or requires an accommodation.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Cornell<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 18 Cal.App.5th at p. 938, internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c\u2009\u2018\u2009\u201c\u2009\u2018This notice then triggers the employer\u2019s burden to take \u201cpositive steps\u201d to accommodate the employee\u2019s limitations.\u2009\u2026\u2009[\u00b6]\u2009\u2026\u2009The employee, of course, retains a duty to cooperate with the employer\u2019s efforts by explaining [his or her] disability and qualifications. [Citation.] Reasonable accommodation thus envisions an exchange between employer and employee where each seeks and shares information to achieve the best match between the [employee\u2019s] capabilities and available positions.\u2019\u2009\u201d\u2009\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Soria v. Univision Radio Los Angeles, Inc.<\/span>\u00a0(2016) 5 Cal.App.5th 570, 598 [210 Cal.Rptr.3d 59].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cEmployers must make reasonable accommodations to the disability of an individual unless the employer can demonstrate that doing so would impose an \u2018undue hardship.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Prilliman<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 53 Cal.App.4th at p. 947.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c\u2009\u2018Ordinarily, the reasonableness of an accommodation is an issue for the jury.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Prilliman<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 53 Cal.App.4th at p. 954, internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]he duty of an employer to provide reasonable accommodation for an employee with a disability is broader under the FEHA than under the ADA.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Bagatti, supra<\/span>, 97 Cal.App.4th at p. 362.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[A]n employer is relieved of the duty to reassign a disabled employee whose limitations cannot be reasonably accommodated in his or her current job only if reassignment would impose an \u2018undue hardship\u2019 on its operations\u2009\u2026\u2009.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Atkins, supra,<\/span>\u00a08 Cal.App.5th at p. 721.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe question whether plaintiffs could perform the essential functions of a position to which they sought reassignment is relevant to a claim for failure to accommodate under section 12940, subdivision (m)\u2009\u2026\u2009.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Atkins, supra<\/span>, 8 Cal.App.5th at p. 717.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cOn these issues, which are novel to California and on which the federal courts are divided, we conclude that employers must reasonably accommodate individuals falling within any of FEHA\u2019s statutorily defined \u2018disabilities,\u2019 including those \u2018regarded as\u2019 disabled, and must engage in an informal, interactive process to determine any effective accommodations.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Gelfo v. Lockheed Martin Corp.<\/span>\u00a0(2006) 140 Cal.App.4th 34, 55 [43 Cal.Rptr.3d 874].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWhile a claim of failure to accommodate is independent of a cause of action for failure to engage in an interactive dialogue, each necessarily implicates the other.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Moore, supra<\/span>, 248 Cal.App.4th at p. 242.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[A] pretextual termination of a perceived-as-disabled employee\u2019s employment in lieu of providing reasonable accommodation or engaging in the interactive process does not provide an employer a reprieve from claims for failure to accommodate and failure to engage in the interactive process.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Moore, supra<\/span>, 248 Cal.App.4th at p. 244.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cAppellant also stated a viable claim under section 12940, subdivision (m), which mandates that an employer provide reasonable accommodations for the known physical disability of an employee. She alleged that she was unable to work during her pregnancy, that she was denied reasonable accommodations for her pregnancy-related disability and terminated, and that the requested accommodations would not have imposed an undue hardship on [defendant]. A finite leave of greater than four months may be a reasonable accommodation for a known disability under the FEHA.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Sanchez v. Swissport, Inc.<\/span>\u00a0(2013) 213 Cal.App.4th 1331, 1341 [153 Cal.Rptr.3d 367].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cTo the extent [plaintiff] claims the [defendant] had a duty to await a vacant position to arise, he is incorrect. A finite leave of absence may be a reasonable accommodation to allow an employee time to recover, but FEHA does not require the employer to provide an indefinite leave of absence to await possible future vacancies.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Nealy, supra<\/span>, 234 Cal.App.4th at pp. 377\u2013378.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWhile \u2018a finite leave can be a reasonable accommodation under FEHA, provided it is likely that at the end of the leave, the employee would be able to perform \u2026 her duties\u2019, a finite leave is not a reasonable accommodation when the leave leads directly to termination of employment because the employee\u2019s performance could not be evaluated while she was on the leave.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Hernandez, supra,<\/span>\u00a022 Cal.App.5th at p. 1194.) <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<\/div>\n<\/div>\n<h2 class=\"SS_Heading\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\"><span class=\"SS_ib\" data-housestyle=\"EMPHASIS_ib\">Secondary Sources<\/span><\/span><\/h2>\n<div>10 Witkin, Summary of California Law (11th ed. 2017) Constitutional Law, \u00a7\u2009977<\/div>\n<div>Chin et al., California Practice Guide: Employment Litigation, Ch. 9-C,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">California Fair Employment And Housing Act (FEHA)<\/span>, \u00b6\u00b6\u20099:2250\u20139:2285, 9:2345\u20139:2347 (The Rutter Group)<\/div>\n<div>1 Wrongful Employment Termination Practice (Cont.Ed.Bar 2d ed.) Discrimination Claims, \u00a7\u20092.79<\/div>\n<div>2\u00a0Wilcox, California Employment Law, Ch. 41,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Substantive Requirements Under Equal Employment Opportunity Laws<\/span>, \u00a7\u00a7\u200941.32[2][c],\u00a041.51[3]\u00a0(Matthew Bender)<\/div>\n<div>11\u00a0California Forms of Pleading and Practice, Ch. 115,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Civil Rights: Employment Discrimination<\/span>, \u00a7\u00a7\u2009115.22,\u00a0115.35,\u00a0115.92\u00a0(Matthew Bender)<\/div>\n<div>California Civil Practice: Employment Litigation \u00a7\u20092:50 (Thomson Reuters)<\/div>\n<div class=\"SS_Note\">\n<div id=\"TRNotes_n_3\"><\/div>\n<\/div>\n<\/div><\/section>\n<div  class='hr av-7ms050-6ec9e5e95f7e0dce75834f73d91cf8a7 hr-default  avia-builder-el-6  el_after_av_textblock  el_before_av_textblock '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-6ayojo-42712e195c4097343a1e85109077c4a6\">\n#top .av_textblock_section.av-6ayojo-42712e195c4097343a1e85109077c4a6 .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-6ayojo-42712e195c4097343a1e85109077c4a6 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><p><a href=\"https:\/\/crowdsourcelawyers.com\/\">CrowdSourceLawyers.com<\/a><\/p>\n<\/div><\/section>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":3,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-1332","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>CACI 2541 Disability Discrimination\u2014Reasonable Accommodation\u2014Essential Factual Elements (Gov. 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