Hanson v. Lucky Stores, Inc.

How courts have described this case

Verbatim parenthetical descriptions written by other courts when citing this decision. Ranked by citation-network relevance.

• holding that “a finite leave of absence has been considered to be a reasonable accommodation under ADA, provided it is likely that following the leave the employee would be able to perform his or her duties”
• holding that “a finite leave of absence has been considered to be a reasonable accommodation under phrey v. Mem’l Hosp. Ass’n, 239 F.3d 1128, 1137 (9th Cir. 2001
• providing that an employer’s duty to reasonably accommodate a disabled employee “does not require the employer to wait indefinitely for an employee’s medical condition to be corrected” (internal quotation marks omitted)
• providing that an employer's duty to reasonably accommodate a disabled employee \does not require the employer to wait indefinitely for an employee's medical condition to be corrected\ (internal quotation marks omitted)
• providing that an employer’s duty to reasonably accommodate a disabled employee “does not require the employer to wait indefinitely for an employee’s medical condition to be corrected” (internal quotation marks omitted)
• stating “FEHA lists as reasonable accommodation reassignment to a vacant position”

Source: CourtListener parenthetical corpus (CC0).