An employee who claimed that she needed a flexible schedule because of her disability and who argued with her supervisor about her attendance record was not entitled to a different supervisor as a reasonable accommodation, a California appellate court ruled. Employees cannot request a reasonable accommodation to dictate who they will work with, the court said.
The plaintiff began working for the California Employment Development Department (EDD) in 2001. For much of her time with the EDD, she suffered from fibromyalgia—a disorder that she said causes her chronic pain, fatigue and debilitating migraines. She told the EDD about her condition in 2003, and, as an accommodation, she was allowed to come in late and make up the time, take breaks, and take time off.
