Reasonable Accommodation Obligation Is Ongoing

Employers have an ongoing duty to provide reasonable accommodation and engage in the interactive process. This means you may need to try more than once to accommodate an employee. If a proposed accommodation doesn't work, employers must continue the interactive process and explore other options. If employers cut off the interactive process after one accommodation proves to be ineffective without exploring other options, they can face liability under the FEHA and the ADA.¹

In one case, an employee alleged that she experienced chronic pain due to the employer’s Wi-Fi. The employee was diagnosed with “electromagnetic hypersensitivity” and requested²