In a recent decision penned by Judge Sheila Abdus-Salaam, Jacobsen v. New York City Health and Hospitals Corporation,1 the Court of Appeals addressed the obligations of an employer when an employee puts it on notice that he has a disability.

The court ruled that an employer’s failure to consider the reasonableness of a proposed accommodation for a generally qualified employee’s disability via a good-faith interactive process precludes the employer from obtaining summary judgment because it is a violation of the state Human Rights Law (state HRL)2 and the city Human Rights Law (city HRL).3

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