In Romanello v. Intesa Sanpaolo, S.p.A., No. 152, 2013 N.Y. LEXIS 2755, 2013 NY Slip Op 6600 (N.Y. Oct. 10, 2013), the New York Court of Appeals considered whether an employee's request for an indefinite leave could be a reasonable accommodation under either the New York State Human Rights Law ("NYSHRL") or New York City Human Rights Law ("NYCHRL"). The Court ruled that, on the facts presented, indefinite leave was not a reasonable accommodation under the NYSHRL but could be under the NYCHRL.
Factual Background
The plaintiff Giuseppe Romanello was a long-time
employee of the financial services firm Intesa Sanpaola S.p.A. He
went out on leave with a series of disorders, including major
depression. After being on fully-paid leave for approximately five
months, Intesa's counsel sent plaintiff's counsel a letter,
noting that Romanello's FMLA leave was expiring and stating
"the bank would appreciate knowing whether he intends to
return to work or to abandon his position."
Romanello's attorney responded, stating that Romanello has been
"suffering from severe and disabling illnesses that have
prevented him, and continue to prevent him, from working in any
capacity, let alone in the capacity in which he had been serving
[Intesa]." The letter also noted, however, that Romanello
"has not at any time evinced or expressed an intention to
'abandon his position' with [Intesa]. Rather, he has been
sick and unable to work, with an uncertain prognosis and a return
to work date that is indeterminate at this time."
In response to this letter and without further consultation with
Romanello, Intesa terminated his employment. Romanello brought
claims under the NYSHRL and NYCHRL. The trial court granted
Intesa's motion to dismiss the claims, and the intermediate
appellate court affirmed the dismissal.
Indefinite Leave Under the NYSHRL
Courts have long taken the position that open-ended,
indefinite leaves are not reasonable accommodations under the
Americans with Disabilities Act or the NYSHRL. See Graves v. Finch Pruyn
& Co., 457 F.3d 181, 186 (2d Cir. 2006) ("The duty to
make reasonable accommodations does not . . . require an employer
to hold an injured employee's position open indefinitely . . .
.") (quoting Parker v. Columbia Pictures
Indus., 204 F.3d 326, 338 (2d Cir. 2000)). This determination,
however, is generally a fact sensitive one. For example, in
Graves, the Second Circuit noted that the plaintiff asked
for "more time" on leave so that he could visit his
doctor. 457 F. 3d at 186. The plaintiff testified that this might
take "a couple of weeks." Id. In reversing an
award of summary judgment in favor of the employer, the Court found
that a reasonable jury could find that the request was not
open-ended, but instead for a finite period of time.
In Romanello, the Court of Appeals affirmed the dismissal
of the plaintiff's NYSHRL claim, stating that
"[i]ndefinite leave is not considered a reasonable
accommodation under the [NYSHRL]." 2013 N.Y. LEXIS 2755, at
*4. While the Court affirmed the dismissal of the NYSHRL claim, it
carefully considered the factual allegations in the complaint and
in the pre-termination letter from Romenello's attorney, which
described Romanello's "indeterminate" return to work
date. Thus, while a request for indefinite leave may be
unreasonable under the NYSHRL, employers must still ensure that the
facts presented in the case cannot be read to suggest a more finite
leave request.
Indefinite Leave Under the NYCHRL
Under the NYCHRL, however, the Court found that
"there is no accommodation (whether it be indefinite leave
time or any other need created by a disability) that is
categorically excluded from the universe of reasonable
accommodation" under the NYCHRL. Id. at *4 (quoting
Phillips v City of New York, 66 A.D.3d 170, 176 (1st Dept.
2009)). The Court also noted that the NYCHRL definition of
disability addresses only "impairments" and "does
not include 'reasonable accommodation' or the ability to
perform a job in a reasonable manner." Id. at
*6.
The Court found that, once a disability is known or should be known
to the employer, it is the employer's obligation to provide a
reasonable accommodation to "enable a person with a disability
to satisfy the essential requisites of a job." Id. at
*6-7. Furthermore, the Court ruled that it is the
employer's "'pleading obligation' to
prove that the employee 'could not, with reasonable
accommodation, satisfy the essential requisites of the
job.'" Id. at *7 (citing Phillips, 66
A.D.3d at 183). The Court ruled that Intesa had made no showing
that Romanello could not perform his essential job functions with
an accommodation in its motion to dismiss. Id.
While the Court's position on Romanello's NYCHRL claim
reinforces the broad, liberal interpretation afforded to the
NYCHRL, the Court's opinion provided little guidance to
employers on how they can go about meeting their "pleading
obligation" to refute such claims. Certainly, however, the
Court would require a more thorough interactive process than that
employed by Intesa prior to Romanello's termination.
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