{"id":60,"count":1,"description":"

\"Court<\/h3>\r\n

FAILURE TO PROVIDE REASONABLE ACCOMMODATIONS: DUTY TO COMMUNICATE<\/h3>\r\nFailure to provide reasonable accommodations is a legal theory under the Washington Law Against Discrimination (WLAD); WLAD imposes an affirmative duty upon employers of disabled workers to provide reasonable accommodation. This legal theory also imposes a duty to communicate upon the plaintiff-employee.\r\n

IMPORTANT: The information contained on this page is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer \/ Terms of Use \/ Privacy Policy<\/a> before proceeding.\u00a0<\/span><\/em><\/p>\r\nAn employer's duty to accommodate a disabled employee arises in two general circumstances:\r\n

(1) when the impairment has a substantially limiting effect upon the individual's ability to perform his or her job, the individual's ability to apply or be considered for a job, or the individual's access to equal benefits, privileges, or terms or conditions of employment; and<\/p>\r\n

(2) when the employee has put the employer on notice of the existence of an impairment, and medical documentation establishes a reasonable likelihood that engaging in job functions without an accommodation would aggravate the impairment to the extent that it would create a substantially limiting effect.<\/p>\r\nRCW 49.60.040<\/a>(7)(d). In either circumstance, an impairment must be known or shown through an interactive process to exist in fact.\r\n

PRIMA FACIE CASE<\/h3>\r\nTo establish a prima facie case of failure to provide reasonable accommodations, the plaintiff must show:\r\n

(1)\u00a0 plaintiff had a sensory, mental, or physical abnormality that substantially limited the plaintiff's ability to perform the job;<\/p>\r\n

(2)\u00a0 plaintiff was qualified to perform the essential functions of the job with or without reasonable accommodations, or was qualified to fill vacant positions;<\/p>\r\n

(3)\u00a0 plaintiff gave the employer notice of the disability and its accompanying substantial limitations; and<\/p>\r\n

(4)\u00a0 that upon notice, the employer failed to reasonably accommodate the plaintiff.<\/p>\r\nDavis v. Microsoft Corp.<\/em>, 149 Wn.2d 521, 532, 70 P.3d 126 (2003).\r\n

DUTY TO COMMUNICATE<\/h3>\r\nTHE DUTY TO COMMUNICATE:<\/em> \"If the employee does not communicate to the employer that an accommodation was not effective, he or she cannot maintain a failure to accommodate claim.\" Mackey v. Home Depot USA, Inc., <\/em>12 Wn.App.2d 557, 587 (Div. 2 2020) (internal citation omitted).\r\n\r\nPOLICY:<\/em> \"[A]an employer must be able to ascertain whether its efforts at accommodation have been effective, and therefore an employee has a duty to communicate to the employer whether the accommodation was effective.\" Id.<\/em> at 586-87 (citing Frisino v. Seattle Sch. Dist. No. 1<\/em>, 160 Wn.App. 765, 783, 249 P.3d 1044 (2011)).\r\n

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