The employee asked for help completing his work. Months later, the unfinished work became the reason for firing him.

TL;DR: A federal appeals court rejected an employee’s intentional disability discrimination claim because the decisionmaker did not know about his disabilities. But it revived his failure-to-accommodate claim because HR and the deputy chief allegedly failed to act on requests for help that might have prevented the performance problems leading to his termination. Employers need a process that connects accommodation requests to the people managing the employee’s work.

📄 Read the court’s decision