Snapshot: “Known” disabilities and accommodation duties
Accommodation rules hinge on whether your limitation is—or should reasonably be—a known disability to decision-makers at work. In Husband v. Target Corporation (), an employee did not disclose a mental-health diagnosis until after discipline and termination; the court held the employer was not legally charged with knowing about that condition from difficult behavior alone, so accommodation and interactive-process duties did not attach on those facts. If you may need a medical leave or job tweak, timely, appropriate notice to the employer (often coupled with paperwork from a clinician) helps document what they knew and when. Court of Appeal opinion (PDF).