The California Fair Employment and Housing Act (FEHA) provides a non-exhaustive list of possible accommodations that an employer may consider to accommodate a qualified disability or medical condition of an employee. These typical reasonable accommodations include, but are not limited to:
• Making facilities accessible to and usable by disabled individuals;
• Job restructuring (modifying daily duties of an employee);
• Offering part-time or modified work schedules (to put less physical stress or allow time for medical appointments related to the disability);
• Reassigning to a vacant position;
• Acquiring or modifying equipment or devices (such as ergonomic keyboards, chairs, and lifting devices);
• Adjusting or modifying examinations, training materials or policies;and • Other similar accommodations for individuals with disabilities as per California Government Code § 12926(n).
Because the above list is non-exhaustive and a range of other accommodations may be considered in the interactive process with an employee which employer must engage into by law, California courts look to cases decided under the ADA and Rehabilitation Act for guidance. Prilliman v. United Air Lines, Inc.