Under State law, "if a reasonable accommodation would permit the employee to perform the essential functions of the employee's position, the employee has a 'disability' within the meaning of the statute, and the employer cannot disadvantage the employee based on that disability." The State's definition of "disability" does not include reasonable accommodation, but City law requires that an employer "shall make reasonable accommodation to enable a person with a disability to satisfy the essential requisites of a job." Under both State and City law, an employee's request for an accommodation is relevant to the determination of whether a reasonable accommodation can be made. In order to prevail on a motion for summary judgment, an employer must demonstrate that it engaged in a good faith interactive process that assessed the needs of the disabled individual and the reasonableness of the accommodation requested. Both the employer and the employee have a duty to engage in a good-faith dialogue once the interactive process begins, and an employee who is responsible for the breakdown of that interactive process may not recover for a failure to accommodate. City law affords broader protections than State law, and there is no accommodation that is per se excluded from the category of reasonable accommodation for purposes of the City statute.
Alvarez v. New York City Tr. Auth., NY Slip Op 04185 (2d Dep't August 14, 2024)
