Practice point: To state a prima facie case, a plaintiff must demonstrate
that he or she suffered from a disability and that the disability caused the
behavior for which he or she was terminated. Once a plaintiff establishes a
prima facie case, the burden shifts to the employer, to show that the disability
prevented plaintiff from performing the duties of the job in a reasonable
manner, or that the employee's termination was motivated by a legitimate
nondiscriminatory reason.
Student note: A reasonable accommodation is an action which permits an employee
with a disability to perform in a reasonable manner the activities involved in
the job or occupation sought or held,
provided, however, that such actions do not impose an undue hardship on
the business, pursuant to Executive Law § 292 [21-e]. Under the City's Human
Rights Law, an employer shall make reasonable accommodation to enable a person
with a disability to satisfy the essential requisites of a job, pursuant to
Administrative Code § 8-107 [15][a]. An employer is not required to find another
job for the employee, create a new job, or create a light-duty version of the
current job.
Case:
Jacobsen v. New York City
Health and Hosps. Corp., NY Slip Op 05478 (1st Dept.
2012).
Here is the decision.
Tomorrow’s issue: Vacating a default, and compelling defendant to accept a
late answer.