§Why CasetextPricing

Order Submitted Matter

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19 Cited authorities

  1. Humphrey v. Memorial Hospitals Ass'n

    239 F.3d 1128 (9th Cir. 2001)   Cited 581 times   7 Legal Analyses
    Holding that employer had a duty to accommodate employee with obsessive compulsive disorder, which interfered with her ability to get to work on time, or at all, but did not affect her ability to function effectively as a medical transcriptionist

  2. Committee on Children's Television, Inc. v. General Foods Corp.

    35 Cal.3d 197 (Cal. 1983)   Cited 717 times   1 Legal Analyses
    Holding that no fiduciary relationship existed between advertisers of cereal and consumers because "it is unnecessary to call upon the law of fiduciary relationships to perform a function for which it was not designed and is largely unsuited"

  3. Jensen v. Wells Fargo Bank

    85 Cal.App.4th 245 (Cal. Ct. App. 2000)   Cited 361 times   1 Legal Analyses
    Holding that the critical question in a failure-to-accommodate case is "whether the informal process broke down, and, if so, which party was responsible"

  4. Faust v. California Portland Cement Co.

    150 Cal.App.4th 864 (Cal. Ct. App. 2007)   Cited 251 times   2 Legal Analyses
    Finding fact issue on plaintiff's FEHA disability discrimination claim with respect to employer's knowledge where a physician's work status report advised employer that plaintiff was "unable to perform regular job duties..."

  5. Sandell v. Taylor-Listug, Inc.

    188 Cal.App.4th 297 (Cal. Ct. App. 2010)   Cited 174 times   1 Legal Analyses
    Holding that, to allege an age discrimination claim, a plaintiff must present evidence that she is over the age of forty

  6. Dudley v. Department of Transportation

    90 Cal.App.4th 255 (Cal. Ct. App. 2001)   Cited 187 times
    Holding prima facie case under both CFRA and FMLA requires showing of causal link between exercise of right to take leave and adverse employment action

  7. Williams v. Beechnut Nutrition Corp.

    185 Cal.App.3d 135 (Cal. Ct. App. 1986)   Cited 166 times
    Holding that to state a prima facie case for breach of express warranty a plaintiff must allege that the breach of warranty proximately caused an injury

  8. Nelson v. United Technologies

    74 Cal.App.4th 597 (Cal. Ct. App. 1999)   Cited 100 times
    Holding that plaintiff can state a valid public policy claim under California law on the basis of an alleged violation of the CFRA

  9. A.M. v. Albertsons, LLC

    178 Cal.App.4th 455 (Cal. Ct. App. 2009)   Cited 42 times   1 Legal Analyses
    Finding single failure to accommodate despite other successful accommodations actionable as a matter of law

  10. Brown v. L.A. Unified Sch. Dist.

    60 Cal.App.5th 1092 (Cal. Ct. App. 2021)   Cited 24 times   2 Legal Analyses

    B294240 02-18-2021 Laurie BROWN, Plaintiff and Appellant, v. LOS ANGELES UNIFIED SCHOOL DISTRICT, Defendant and Respondent. INTRODUCTION Appellant Laurie Brown (Brown) has been a teacher employed by the Los Angeles Unified School District (LAUSD) since 1989. In 2015, LAUSD installed an updated Wi-Fi system at the school where Brown taught. She soon began to experience headaches and nausea, and believed the electromagnetic frequency of the new wireless system was the cause. She requested various accommodations

  11. Section 2601 - Findings and purposes

    29 U.S.C. § 2601   Cited 7,821 times   39 Legal Analyses
    Finding that there is inadequate job security for employees who have serious health conditions that prevent them from working for temporary periods

  12. Section 825.114 - Inpatient care

    29 C.F.R. § 825.114   Cited 533 times   12 Legal Analyses
    Defining “inpatient care” as “an overnight stay in a hospital”

  13. Section 11065 - Definitions

    Cal. Code Regs. tit. 2 § 11065   Cited 71 times   7 Legal Analyses
    Defining essential and marginal functions

  14. Section 11091 - Requests for CFRA Leave: Advance Notice; Certification; Employer Response

    Cal. Code Regs. tit. 2 § 11091   Cited 22 times   6 Legal Analyses

    (a) Advance Notice. (1) Verbal Notice. Unless an employer waives its employees' notice obligations described herein, an employee shall provide at least verbal notice sufficient to make the employer aware that the employee needs CFRA leave, and the anticipated timing and duration of the leave. The employee need not expressly assert rights under CFRA or FMLA or even mention CFRA or FMLA to meet the notice requirement; however, the employee must state the reason the leave is needed, such as, for example