{"id":1352,"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=1352"},"modified":"2022-05-05T17:53:10","modified_gmt":"2022-05-05T17:53:10","slug":"caci-2546-disability-discrimination-reasonable-accommodation-failure-to-engage-in-interactive-process-gov-code-%c2%a7-12940n","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2546-disability-discrimination-reasonable-accommodation-failure-to-engage-in-interactive-process-gov-code-%c2%a7-12940n\/","title":{"rendered":"CACI 2546 Disability Discrimination\u2014Reasonable Accommodation\u2014Failure to Engage in Interactive Process (Gov. Code, \u00a7\u200912940(n))"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kuttmwmg-76d480780ff5f7b1ea6f0ba49908f656\">\n#top .av-special-heading.av-kuttmwmg-76d480780ff5f7b1ea6f0ba49908f656{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kuttmwmg-76d480780ff5f7b1ea6f0ba49908f656 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-kuttmwmg-76d480780ff5f7b1ea6f0ba49908f656 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-kuttmwmg-76d480780ff5f7b1ea6f0ba49908f656 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 2546 Disability Discrimination\u2014Reasonable Accommodation\u2014Failure to Engage in Interactive Process (Gov. Code, \u00a7\u200912940(n))<\/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-kuttoh1o-93af8ff49de3d084051fc7cfb058e225\">\n#top .av_textblock_section.av-kuttoh1o-93af8ff49de3d084051fc7cfb058e225 .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kuttoh1o-93af8ff49de3d084051fc7cfb058e225 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2546\u00a0Disability Discrimination\u2014Reasonable Accommodation\u2014Failure to Engage in Interactive Process (Gov. Code, \u00a7\u200912940(n))<\/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\">] contends that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] failed to engage in a good-faith interactive process with [him\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] to determine whether it would be possible to implement effective reasonable accommodations so that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">insert job requirements requiring accommodation<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]. In order 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 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<\/span>\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">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 [a] [<\/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\">] that was known to [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of 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\">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 plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] requested that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] make 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\">] so that [he\/she\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] would be able to perform the essential job requirements;<\/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 willing to participate in an interactive process to determine whether reasonable accommodation could be made so that [he\/she\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] would be able to perform the essential job requirements;<\/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 participate in a timely good-faith interactive process with [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] to determine whether reasonable accommodation could be made;<\/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 engage in a good-faith interactive process 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. <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/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 December 2007; Revised April 2009, December 2009 <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>In elements 3 and 4, select a term to describe the source of the plaintiff\u2019s limitations. It may be a statutory term such as \u201cphysical disability,\u201d\u2009\u201cmental disability,\u201d or \u201cmedical condition.\u201d (See\u00a0Gov. Code, \u00a7\u200912940(a).) Or it may be a general term such as \u201ccondition,\u201d\u2009\u201cdisease,\u201d or \u201cdisorder.\u201d Or it may be a specific health condition such as \u201cdiabetes.\u201d<\/p>\n<p>Modify elements 3 and 4, as necessary, if the employer perceives the employee to have a disability. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Gelfo v. Lockheed Martin Corp.<\/span>\u00a0(2006) 140 Cal.App.4th 34, 61, fn. 21 [43 Cal.Rptr.3d 874].)<\/p>\n<p>In element 4, specify the position at issue and the reason why some reasonable accommodation was needed. In element 5, you may add the specific accommodation requested, though the focus of this cause of action is on the failure to discuss, not the failure to provide.<\/p>\n<p>For an instruction on a cause of action for failure to make reasonable accommodation, see\u00a0CACI No. 2541,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Disability Discrimination\u2014Reasonable Accommodation\u2014Essential Factual Elements<\/span>. For an instruction defining \u201creasonable accommodation,\u201d see\u00a0CACI No. 2542,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Disability Discrimination\u2014\u201cReasonable Accommodation\u201d Explained<\/span>.<\/p>\n<p>There is a split of authority as to whether the employee must also prove that reasonable accommodation was possible before there is a violation for failure to engage in the interactive process. (Compare\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Wysinger v. Automobile Club of Southern California<\/span>\u00a0(2007) 157 Cal.App.4th 413, 424\u2013425 [69 Cal.Rptr.3d 1]\u00a0[jury\u2019s finding that no reasonable accommodation was possible is not inconsistent with its finding of liability for refusing to engage in interactive process] and\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]\u00a0with\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Nadaf-Rahrov v. The Nieman Marcus Group, Inc.<\/span>\u00a0(2008) 166 Cal.App.4th 952, 980\u2013985 [83 Cal.Rptr.3d 190]\u00a0[employee who brings a section 12940(n) claim bears the burden of proving a reasonable accommodation was available before the employer can be held liable under the statute]; see also\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Scotch v. Art Institute of California<\/span>\u00a0(2009) 173 Cal.App.4th 986, 1018\u20131019 [93 Cal.Rptr.3d 338]\u00a0[attempting to reconcile conflict].) <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\">Good-Faith Interactive Process.\u00a0Government Code section 12940(n).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">Federal Interpretive Guidance Incorporated.\u00a0Government Code section 12926.1(e).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">Interactive Process. The Interpretive Guidance on title I of the Americans With Disabilities Act, title 29 Code of Federal Regulations Part 1630 Appendix.<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">An employee may file a civil action based on the employer\u2019s failure to engage in the interactive process. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Claudio, supra<\/span>, 134 Cal.App.4th at p. 243.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cTwo principles underlie a cause of action for failure to provide a reasonable accommodation. First, the employee must request an accommodation. Second, the parties must engage in an interactive process regarding the requested accommodation and, if the process fails, responsibility for the failure rests with the party who failed to participate in good faith.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Gelfo, supra<\/span>, 140 Cal.App.4th at p. 54, internal citations omitted.)<\/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 v. Regents of University of California<\/span>\u00a0(2016) 248 Cal.App.4th 216, 242 [206 Cal.Rptr.3d 841].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cFEHA requires an informal process with the employee to attempt to identify reasonable accommodations, not necessarily ritualized discussions.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Nealy v. City of Santa Monica<\/span>\u00a0(2015) 234 Cal.App.4th 359, 379 [184 Cal.Rptr.3d 9].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe point of the interactive process is to find reasonable accommodation for a disabled employee, or an employee regarded as disabled by the employer, in order to\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">avoid<\/span>\u00a0the employee\u2019s termination. Therefore, 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 pp. 243\u2013244, original italics.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cFEHA\u2019s reference to a \u2018known\u2019 disability is read to mean a disability of which the employer has become aware, whether because it is obvious, the employee has brought it to the employer\u2019s attention, it is based on the employer\u2019s own perception\u2014mistaken or not\u2014of the existence of a disabling condition or, perhaps as here, the employer has come upon information indicating the presence of a disability.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Gelfo, supra<\/span>, 140 Cal.App.4th at p. 61, fn. 21.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cTypically, the employee must initiate the process \u2018unless the disability and resulting limitations are obvious.\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, 1169 [217 Cal.Rptr.3d 258].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cOnce initiated, the employer has a continuous obligation to engage in the interactive process in good faith. \u2018Both employer and employee have the obligation \u201cto keep communications open\u201d and neither has \u201ca right to obstruct the process.\u201d [Citation.] \u201cEach party must participate in good faith, undertake reasonable efforts to communicate its concerns, and make available to the other information which is available, or more accessible, to one party. Liability hinges on the objective circumstances surrounding the parties\u2019 breakdown in communication, and responsibility for the breakdown lies with the party who fails to participate in good faith.\u201d [Citation.]\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, 971\u2013972 [181 Cal.Rptr.3d 553].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[Employer] asserts that, if it had a duty to engage in the interactive process, the duty was discharged. \u2018If anything,\u2019 it argues, \u2018it was [employee] who failed to engage in a good faith interactive process.\u2019 [Employee] counters [employer] made up its mind before July 2002 that it would not accommodate [employee]\u2019s limitations, and nothing could cause it reconsider that decision. Because the evidence is conflicting and the issue of the parties\u2019 efforts and good faith is factual, the claim is properly left for the jury\u2019s consideration.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Gelfo, supra<\/span>, 140 Cal.App.4th at p. 62, fn. 23.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cNone of the legal authorities that [defendant] cites persuades us that the Legislature intended that after a reasonable accommodation is granted, the interactive process continues to apply in a failure to accommodate context.\u2009\u2026 To graft an interactive process intended to apply to the determination of a reasonable accommodation onto a situation in which an employer failed to provide a reasonable, agreed-upon accommodation is contrary to the apparent intent of the FEHA and would not support the public policies behind that provision.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">A.M. v. Albertsons, LLC<\/span>\u00a0(2009) 178 Cal.App.4th 455, 464 [100 Cal.Rptr.3d 449].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]he verdicts on the reasonable accommodations issue and the interactive process claim are not inconsistent. They involve separate causes of action and proof of different facts. Under FEHA, an employer must engage in a good faith interactive process with the disabled employee to explore the alternatives to accommodate the disability. \u2018An employee may file a civil action based on the employer\u2019s failure to engage in the interactive process.\u2019 Failure to engage in this process is a separate FEHA violation independent from an employer\u2019s failure to provide a reasonable disability accommodation, which is also a FEHA violation. An employer may claim there were no available reasonable accommodations. But if it did not engage in a good faith interactive process, \u2018it cannot be known whether an alternative job would have been found.\u2019 The interactive process determines which accommodations are required. Indeed, the interactive process could reveal solutions that neither party envisioned.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Wysinger, supra<\/span>, 157 Cal.App.4th at pp. 424\u2013425, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWe disagree \u2026 with\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Wysinger\u2019s<\/span>\u00a0construction of section 12940(n). We conclude that the availability of a reasonable accommodation (i.e., a modification or adjustment to the workplace that enables an employee to perform the essential functions of the position held or desired) is necessary to a section 12940(n) claim. [\u00b6] Applying the burden of proof analysis in\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Green<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 42 Cal.4th 254, we conclude the burden of proving the availability of a reasonable accommodation rests on the employee.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Nadaf-Rahrov, supra<\/span>, 166 Cal.App.4th at pp. 984\u2013985.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWe synthesize\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Wysinger, Nadaf-Rahrov<\/span>, and\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Claudio<\/span>\u00a0with our analysis of the law as follows: To prevail on a claim under section 12940, subdivision (n) for failure to engage in the interactive process, an employee must identify a reasonable accommodation that would have been available at the time the interactive process should have occurred. An employee cannot necessarily be expected to identify and request all possible accommodations during the interactive process itself because \u2018\u2009\u201c\u2009\u2018[e]mployees do not have at their disposal the extensive information concerning possible alternative positions or possible accommodations which employers have.\u2009\u2026\u2019\u2009\u201d\u2009\u2019 However, as the\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Nadaf-Rahrov<\/span>\u00a0court explained, once the parties have engaged in the litigation process, to prevail, the employee must be able to identify an available accommodation the interactive process should have produced: \u2018Section 12940[, subdivision](n), which requires proof of failure to engage in the interactive process, is the appropriate cause of action where the employee is unable to identify a specific, available reasonable accommodation while in the workplace and the employer fails to engage in a good faith interactive process to help identify one, but the employee is able to identify a specific, available reasonable accommodation through the litigation process.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Scotch, supra<\/span>, 173 Cal.App.4th at pp. 1018\u20131019.) <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>8 Witkin, Summary of California Law (11th ed. 2017) Constitutional Law, \u00a7\u20091048<\/div>\n<div>Chin, et al., California Practice Guide: Employment Litigation, Ch. 9-C,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Disability Discrimination\u2014California Fair Employment and Housing Act (FEHA)<\/span>, \u00b6\u00b6\u20099:2280\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\u200941.51[3][b]\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\u2009115.35[1][a]\u00a0(Matthew Bender)<\/div>\n<div>1 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-6zb3hk-a09fd4d8b5e79e8860daba4ac3aedcb4 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-6gw5qw-b03fa3ce9894e1b96e46222e234f7dcb\">\n#top .av_textblock_section.av-6gw5qw-b03fa3ce9894e1b96e46222e234f7dcb .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-6gw5qw-b03fa3ce9894e1b96e46222e234f7dcb '   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-1352","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 2546 Disability Discrimination\u2014Reasonable Accommodation\u2014Failure to Engage in Interactive Process (Gov. 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