Source: https://caselaw.findlaw.com/ca-court-of-appeal/1446286.html
Timestamp: 2019-04-26 03:04:31+00:00

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Carmine SCOTCH, Plaintiff and Appellant, v. The ART INSTITUTE OF CALIFORNIA-ORANGE COUNTY, INC., Defendant and Respondent.
Harrison, Tibor & Castillo and David F. Tibor, Los Angeles, for Plaintiff and Appellant. Curiale Dellaverson Hirschfeld & Kraemer, Kirstin E. Muller, San Francisco; Curiale Hirschfeld Kraemer and Judy M. Iriye, Santa Monica, for Defendant and Respondent.
Carmine Scotch sued his former employer, the Art Institute of California-Orange County, Inc. (AIC), under the California Fair Employment and Housing Act, Government Code section 12900 et seq. (FEHA),1 alleging discrimination based on disability. Scotch alleged AIC violated the FEHA by reducing his employment status to part time because he was HIV-positive, failing to make a reasonable accommodation, failing to engage in the required interactive process, failing to maintain a workplace free of discrimination, and retaliating against him. Scotch also alleged AIC constructively discharged him in violation of public policy.
We apply the standard set forth in Kelly v. Stamps.com Inc. (2005) 135 Cal.App.4th 1088, 38 Cal.Rptr.3d 240 (Kelly ) for reviewing a judgment following the grant of a defendant employer's motion for summary judgment in employment discrimination cases under the FEHA. We hold summary judgment was proper on Scotch's claim for disability discrimination in violation of section 12940, subdivision (a) because Scotch did not meet his burden of presenting evidence that (1) AIC's stated reason for the adverse employment decision was false or pretextual, and (2) there was a causal link between his revelation he was HIV-positive and the adverse employment decision.
On Scotch's claim of failure to make a reasonable accommodation in violation of section 12940, subdivision (m), we follow Nadaf-Rahrov v. The Neiman Marcus Group, Inc. (2008) 166 Cal.App.4th 952, 975-976, 83 Cal.Rptr.3d 190 (Nadaf-Rahrov ) in defining reasonable accommodation to mean “a modification or adjustment to the workplace that enables the employee to perform the essential functions of the job held or desired.” AIC offered Scotch a reasonable accommodation. Scotch's proposed accommodation of priority in teaching assignments to ensure he maintained full-time employment status amounted to a guarantee of full-time employment, which AIC was not required to provide.
On Scotch's claim for failure to engage in the interactive process, we analyze cases on the issue whether the employee must identify a reasonable, available accommodation to recover under section 12940, subdivision (n). (Compare Nadaf-Rahrov, supra, 166 Cal.App.4th 952, 83 Cal.Rptr.3d 190 with Wysinger v. Automobile Club of Southern California (2007) 157 Cal.App.4th 413, 69 Cal.Rptr.3d 1 (Wysinger ) and Claudio v. Regents of University of California (2005) 134 Cal.App.4th 224, 35 Cal.Rptr.3d 837 (Claudio ).) In light of the FEHA's remedial purpose, we reconcile these cases and hold to recover under section 12940, subdivision (n), the employee must identify a reasonable accommodation that was available at the time the interactive process should have occurred. We recognize that during the interactive process itself the employee does not have the same access to information about possible accommodations as the employer does. But, we also hold, through the litigation process, including discovery, the employee must be able to identify a reasonable accommodation that would have been available during the interactive process. Other than his proposed accommodation, which we conclude was not reasonable, Scotch did not identify such an accommodation and therefore cannot recover under section 12940, subdivision (n).
Finally, summary judgment was properly granted on Scotch's claims for retaliation, failing to maintain an environment free from discrimination, and termination of employment in violation of public policy.
AIC is a design, media arts, and culinary arts school offering bachelor's and associate's degrees in, among other things, media arts and animation, game arts and design, and interior design. AIC is accredited by the Accrediting Council for Independent Colleges and Schools (ACICS) and is subject to its accreditation standards.
Full-time faculty at AIC teach at least five course sections or the equivalent per term, and part-time faculty teach four course sections or fewer per term. Full-time faculty receive benefits, such as health insurance and life insurance.
Scotch began his employment at AIC in 2003 as an instructor teaching four course sections, supplemented with time working in the student advising department. (The parties dispute whether Scotch was considered a full-time or part-time employee when he was hired.) Starting in 2004, Scotch taught five course sections per term in the game arts and design and media arts and animation departments.
Since early 2004, Scotch's immediate supervisor was Lawrence Richman, the academic director for the game arts and design and media arts and animation departments. Richman's immediate supervisor was Melinda Lester, the acting dean of academic affairs of AIC.
ACICS accreditation standards require all faculty members who teach upper division courses to hold a graduate degree, professional degree, or a bachelor's degree plus professional certification. AIC makes limited exceptions from the accreditation requirement to allow faculty members who do not have a graduate degree, but who have valuable work experience or other professional qualifications, to teach upper division courses.
Starting in 2004, AIC began preparing for ACICS's next on-site accreditation visit by identifying faculty members without advanced degrees. AIC's parent company, Education Management, offered to pay full tuition to faculty members who enrolled at Argosy University or to pay up to 80 percent of tuition at other qualifying schools. Sometime in 2004, an AIC assistant dean informed its faculty, including Scotch, that AIC was concerned about its accreditation, half of the faculty would have to obtain master's degrees, and the academic directors would contact those faculty members who would have to obtain a master's degree. Scotch was not contacted.
In an e-mail dated November 7, 2005, Scotch informed Richman he was still looking into enrolling in a master's degree program. In this e-mail, Scotch stated: “Also, as you may recall, last year I made you aware of some personal health issues that limited my schedule. These health issues make it difficult for me to handle a full-time job, outside projects and multiple co [u]rse loads at the same time. It is imperative that I maintain a reasonable limit on my commitments in order to maintain my person[al] safeguards.” Richman continued to provide Scotch with information about master's degree programs and offered to write letters of recommendation for him.
In December 2005, Scotch met with Richman and Sue Roig, an AIC administrator, to prepare a plan to obtain a master's degree. Scotch told them he had investigated the master's degree program at Argosy University, but did not meet its grade point average requirement. Scotch nevertheless submitted a preapplication form to Argosy University in January 2006. In an e-mail to Scotch, dated January 19, 2006, Richman stated: “I'm glad to hear that you'll be pursuing your Master[']s degree at Argosy. In order to assure the funding is still in place for this, we'll need to expedite the process. I'm happy to write any letters necessary for your enrollment.” In an e-mail dated January 23, 2006, Scotch informed Richman he had spoken with an admissions representative at Argosy University and needed to put together transcripts, his resume, and letters of recommendation. Scotch never enrolled in a master's degree program while employed at AIC.
Scotch fell ill in February 2006, and, in an e-mail dated February 24, 2006, told Richman he had a sore throat and needed to cancel a school event. Two days later, Scotch informed Richman by e-mail he had strep throat, was highly contagious, and would not be able to teach for the rest of the week. Scotch did not inform Richman his illness resulted from his HIV-positive condition.
On March 15, 2006, Richman met with Scotch and gave him his 2006 performance planning and appraisal review (PPAR). Scotch received a score of 2.25 out of 5, a decline from his score of 2.5 for 2005, based in part on his lack of participation in faculty committees and professional development, and failure to enroll in a master's degree program. Richman nonetheless elected to give Scotch a 1.5 percent pay increase.
During the March 15 meeting, Scotch told Richman he was not happy with the PPAR score he had received, and informed Richman he had health issues and a “ ‘long-term illness' ” affecting his job performance and ability to pursue a master's degree. Once Scotch stated his health issues affected his job performance, Richman ended the meeting and took him to the office of AIC's director of human resources, Jane Marchman, to discuss the matter. Richman left to let Scotch and Marchman talk in private.
Marchman offered to arrange a meeting between Scotch and Lester. When Scotch expressed concern that Richman and Lester were “buddies,” Marchman replied, “ ‘[i]t's actually the opposite.’ ” She suggested formulating a plan to present to Lester. Scotch agreed.
After meeting with Scotch, Marchman walked to Lester's office, where she found both Lester and Richman. Marchman told them Scotch had a health condition. She did not disclose he was HIV-positive.
In the March 23 meeting, Scotch told Lester he had a “long-term illness,” had been hospitalized, and “felt like there was some kind of weird retaliation going on.” Scotch did not tell Lester, or anyone other than Marchman, he was HIV-positive for fear of a “backlash.” According to Lester, “Scotch mentioned his ‘long-term illness' and [PPAR] score and told me he did not have time to fulfill his job duties and get a master's degree. Scotch said something to me to the effect that he could not be stressed out and had to have enough time to do his outside freelance work. My impression from the meeting was that Scotch was afraid that working on a master's degree would take away from his own freelance work.” She did not interpret Scotch's comments about the PPAR score as a complaint of disability discrimination by Richman, but rather as being directed toward resolving concerns that study in a master's degree program would be time-consuming.
Lester told Scotch the time spent working toward his master's degree would take the place of his professional development requirement and therefore would not increase his workload. She understood that Scotch had “health issues,” suggested he enroll in a three-year rather than a two-year master's degree program, and told him, “we would talk more again.” At the time, Scotch was satisfied with Lester's response and thanked her. Although Scotch decided to reduce the amount of his freelance work to free up time to pursue a master's degree, he did not move beyond “evaluation” of his options.
In early 2006, AIC experienced a decline in enrollment. Education Management's vice-president of academic affairs conducted a site visit of AIC in spring 2006. After the visit, AIC cancelled many course sections for the summer term and reorganized its schedule. For the summer 2006 term, AIC terminated the employment of some faculty members and changed the status of others from full time to part time.
Lester stated in a declaration, “AI[C]'s first priority was to keep as many faculty members with master's degrees teaching on a full-time basis in order to avoid losing their commitments to AI[C] and to comply with ACICS accreditation requirements. Once the Academic Directors assigned as many of its upper-division courses as possible to faculty members with master's degrees, they were instructed to assign lower-division courses to faculty members with master's degrees who did not yet have a full-time schedule for the term. The Academic Directors also assigned any upper-division courses that did not have a faculty member with a master's degree qualified to teach the particular subject matter, to faculty members with experiential knowledge in the subject matter and who had enrolled in master's degree programs. Of the remaining faculty members (those without master's degrees and who were not currently enrolled in a program), the Academic Directors were instructed to assign courses to those who had been full-time before assigning courses to those who had been part-time.” Between the spring and summer terms of 2006, AIC changed 10 faculty members from full-time to part-time status and asked seven faculty members to leave based on their failure to enroll in a master's degree program.
Richman offered to contact the Art Institute of California's Los Angeles campus to learn whether Scotch could teach a course there. Richman later informed the academic director for the media arts and animation department at the Los Angeles campus he had several faculty members who needed to teach extra courses to maintain full-time status. Richman was told no additional courses were available at the Los Angeles campus. Richman also contacted the Art Institute of California's Inland Empire campus, but never spoke to anyone there. Scotch declined Richman's offer to contact the Art Institute of California's San Diego campus because it was too far away. Richman was later able to assign Scotch a fourth lower division course at AIC for the summer 2006 term.
On June 16, 2006, Scotch met with Marchman to learn if there was any way he could keep his medical benefits and life insurance he received as a full-time AIC employee. He asked Marchman whether AIC changed his status to part time because he was HIV-positive. She replied, “absolutely not.” Marchman testified she had not told anybody that Scotch was HIV-positive, and, in her declaration, stated Scotch's change in employment status was due to ACICS accreditation requirements.
Marchman nodded while silently reading the letter and, when finished, said “ ‘[w]ell, this implies that we're discriminating.’ ” She tried to persuade Scotch not to have her put the letter in his file because potential employers might see it, but said if he insisted on her doing so, she would have to forward the letter to Lester and investigate.
Scotch's first amended complaint (the operative pleading) alleged seven causes of action against AIC, Richman, Lester, and Marchman: (1) disability discrimination in violation of the FEHA; (2) failure to maintain a discrimination-free environment in violation of the FEHA; (3) failure to engage in the interactive process in violation of the FEHA; (4) failure to accommodate in violation of the FEHA: (5) wrongful termination of employment in violation of public policy; (6) retaliation in violation of the FEHA; and (7) intentional infliction of emotional distress.
The trial court granted AIC's, Richman's, Lester's, and Marchman's motions for summary judgment, and judgment was entered in their favor. After Scotch filed his notice of appeal, he entered into a stipulation with Marchman to abandon his appeal against her. Later, we granted Scotch's request to dismiss the appeal against Lester and Richman. Scotch does not challenge the judgment as to the seventh cause of action.
The FEHA proscribes two types of disability discrimination: (1) discrimination arising from an employer's intentionally discriminatory act against an employee because of his or her disability (disparate treatment discrimination), and (2) discrimination resulting from an employer's facially neutral practice or policy that has a disproportionate effect on employees suffering from a disability (disparate impact discrimination). (Knight v. Hayward Unified School Dist. (2005) 132 Cal.App.4th 121, 128-129, 33 Cal.Rptr.3d 287.) Scotch asserted disparate treatment discrimination.
In Kelly, supra, 135 Cal.App.4th 1088, 38 Cal.Rptr.3d 240, the court explained the Guz standard in light of the California Supreme Courts decision in Aguilar v. Atlantic Richfield Co. (2001) 25 Cal.4th 826, 107 Cal.Rptr.2d 841, 24 P.3d 493: “A defendant employers motion for summary judgment slightly modifies the order of these [McDonnell Douglas] showings. If, as here, the motion for summary judgment relies in whole or in part on a showing of nondiscriminatory reasons for the discharge, the employer satisfies its burden as moving party if it presents evidence of such nondiscriminatory reasons that would permit a trier of fact to find, more likely than not, that they were the basis for the termination. (See Aguilar v. Atlantic Richfield Co.[, supra,] 25 Cal.4th [at pp.] 850-851[, 107 Cal.Rptr.2d 841, 24 P.3d 493] ․; cf. Guz, supra, 24 Cal.4th at p. 357[, 100 Cal.Rptr.2d 352, 8 P.3d 1089].) To defeat the motion, the employee then must adduce or point to evidence raising a triable issue, that would permit a trier of fact to find by a preponderance that intentional discrimination occurred. (Aguilar, at pp. 850-851[, 107 Cal.Rptr.2d 841, 24 P.3d 493]; Guz, at p. 357[, 100 Cal.Rptr.2d 352, 8 P.3d 1089].) In determining whether these burdens were met, we must view the evidence in the light most favorable to plaintiff, as the nonmoving party, liberally construing her evidence while strictly scrutinizing defendants.” (Kelly, supra, 135 Cal.App.4th at pp. 1097-1098, 38 Cal.Rptr.3d 240.) We agree with this formulation and apply it below.
Under the Kelly standard, AIC had the initial burden in its summary judgment motion of presenting evidence of nondiscriminatory reasons for placing Scotch on part-time status. AIC met this initial burden. It presented evidence that Scotch received a PPAR score of 2.25, did not have a master's degree, and never enrolled in a master's degree program. AIC presented evidence that ACICS accreditation standards required all faculty members teaching upper division courses to have graduate degrees, professional degrees, or professional certification.
AIC also presented Richman's declaration stating it experienced declining enrollment in 2006, had to restructure its course schedule to offer fewer course sections, and, as a result, between the spring and summer terms of 2006 had to change 10 faculty members from full-time to part-time status and asked seven faculty members to leave based on their failure to enroll in a master's degree program. Richman explained in his declaration how course assignments were made for the summer 2006 term, and Scotch presented no evidence contradicting the declaration. Richman explained that after filling the full-time schedules of faculty members with master's degrees or those actively enrolled in master's degree programs, there were not enough lower division course sections to assign Scotch five course sections. AIC thus showed legitimate reasons for its decision to assign Scotch fewer than five course sections for the summer 2006 term.
This evidence would permit a trier of fact to find, more likely than not, the stated reasons were the basis for placing Scotch on part-time status.
Scotch established, and AIC does not dispute, that he was HIV-positive and therefore had a physical disability under the FEHA and that he suffered an adverse employment decision. AIC contends Scotch failed to present evidence creating triable issues as to whether he was otherwise qualified for the job (whether a masters degree really was a requirement) and whether he suffered an adverse employment action because of the physical disability (whether AICs stated reason for reducing his course assignments was a pretext).
It is undisputed AIC is subject to ACICS accreditation standards, the ACICS accreditation standards require upper division courses be taught by faculty with graduate degrees or professional certification, and, at least by April 2006, AIC had determined to fully implement that standard starting with the summer 2006 term. Scotch did not have a master's degree and had not enrolled in a master's degree program by the time the adverse employment action was made. Scotch did not have professional certification in any field. Thus, it is undisputed that Scotch was not qualified to teach upper division courses at AIC starting in the summer 2006 term.
Scotch argues the implementation of the ACICS accreditation standards and Richman's method of scheduling courses for summer 2006 were a pretext for discriminating against him. Pretext is shown, Scotch argues, by evidence establishing the master's degree requirement was new and he was not informed of it until April 2006, after he revealed to Marchman he was HIV-positive.
We agree it is unclear when AIC implemented the master's degree requirement and so notified its faculty. In 2004, an AIC assistant dean informed its faculty members, including Scotch, that AIC was concerned about its accreditation and that half of them would have to receive master's degrees. The assistant dean stated the academic directors would contact those faculty members who would have to obtain master's degrees, and Scotch was not contacted. The first internal documentation of a master's degree requirement is an AIC faculty credential plan dated April 12, 2006, stating, “ALL upper division courses must be taught by faculty holding master[']s degrees, AND at least 1/2 of ALL lower division courses at the institution must be taught by faculty at the master[']s level.” In her April 20, 2006 e-mail, the AIC academic director for the interior design department told Scotch, “ [d]ue to the ACICS visit, I can't have you teaching upper division I[nterior] D [esign] classes in the future until you get a Master[']s degree.” Alan Cusolito, AIC's academic director of the industrial design department, testified in his deposition he believed he was not informed until April 2006 that a master's degree was required to teach an upper division course.
Until March 15, 2006, Scotch had not disclosed to anyone at AIC he was HIV-positive, referring to his disability as “personal health issues,” “a cold,” or “[s]trep throat.” On that date, Scotch met with Marchman and told her he was HIV-positive. He asked her to keep this information confidential for fear of a backlash. She agreed, and told Richman and Lester only that Scotch had a health condition. AIC submitted evidence that Richman and Lester did not know Scotch was HIV-positive when the decision was made to assign him fewer than five course sections for the summer 2006 term. Scotch presented no contradictory evidence.
Scotch argues Marchman, who knew he was HIV-positive, participated in the decision to reduce his course load. When an employment decision is influenced by several people, “a decision maker's ignorance does not ‘categorically shield the employer from liability if other substantial contributors to the decision bore the requisite animus. [Citation.].’ ” (Wysinger, supra, 157 Cal.App.4th at p. 421, 69 Cal.Rptr.3d 1.) When, on June 16, 2006, Scotch asked Marchman why AIC had not terminated his employment, she replied she “was involved in this, that Melinda [Lester] and Larry [Richman] wanted to get rid of [him], but she was fighting for [him].” Scotch argues that comment demonstrates Marchman had worked with Lester and Richman in making the adverse employment decision and had revealed to them he was HIV-positive. There is no evidence Marchman revealed to anyone that Scotch was HIV-positive. The reasonable inference from the comment “she was involved with this” is that Marchman supported Scotch and opposed the decision to reduce his course section assignments, not that she bore discriminatory animus against him.
Proof that AIC's explanation for the adverse employment decision is nonpretextual includes undisputed evidence showing that, in late 2005 and in January 2006, Scotch was encouraged, if not warned, to pursue a master's degree-or at least to start the application process. He did not do so. Further, Scotch presented no evidence AIC assigned upper division courses for the summer 2006 term to faculty members without master's degrees or professional certifications, and presented no evidence to counter the evidence AIC experienced declining enrollment in spring 2006 and, in response, decreased its number of course sections. Scotch describes Richman's scheduling for the summer 2006 term as “creative,” but submitted no evidence to counter Richman's declaration explaining how he made the scheduling decision pertaining to Scotch.
Scotch thus failed to demonstrate “ ‘ “ ‘such weaknesses, implausibilities, inconsistencies, incoherencies, or contradictions' ” ’ ” in AICs reasons to assign him fewer than five course sections that a reasonable trier of fact could rationally find those reasons not credible. (Morgan v. Regents of University of California, supra, 88 Cal.App.4th at p. 75, 105 Cal.Rptr.2d 652.) Scotch's discrimination claim depends on an inference, drawn solely from the timing of events, that AIC implemented the ACICS accreditation standard of requiring a master's degree to teach upper division courses, applied that standard to all faculty, and then made course assignments based on that accreditation requirement (and in light of a decrease in enrollment), in order to discriminate against him for being HIV-positive-a fact known only to Marchman. A reasonable jury could not draw that inference, and neither do we.
In the March 23, 2006 meeting, Lester informed Scotch he could pursue a three-year master's degree program rather than a two-year program, and time spent working toward the master's degree would take the place of other professional development requirements. Scotch does not argue his disability would not have permitted him to perform his job duties with AIC's proposed accommodation; rather, he argues AIC's proposed accommodation was meaningless because Lester knew Scotch would be reduced to part-time status within a few weeks, long before he could even enroll in a master's degree program.
Scotch argues AIC should have offered the accommodation of giving him priority in assignment of courses to ensure he would teach five course sections during the summer 2006 term. Citing Jensen v. Wells Fargo Bank (2000) 85 Cal.App.4th 245, 102 Cal.Rptr.2d 55 (Jensen ), Scotch argues he was entitled to such preferential consideration as a disabled employee.
Scotch is not claiming he should have been reassigned to a different position to accommodate his disability. He is claiming he should have been given priority in assignment of course sections to enable him to maintain his current full-time employment status and keep his medical benefits. His claim is more similar to that rejected in Raine v. City of Burbank (2006) 135 Cal.App.4th 1215, 37 Cal.Rptr.3d 899 (Raine ).
Scotch does not argue his proposed accommodation comes within any of the examples of reasonable accommodation identified in section 12926, subdivision (n). His proposed accommodation is not reasonable under the definition we have adopted because it is not a “modification or adjustment to the workplace” necessary to enable him to perform the essential functions of his position. Unlike the employee in Jensen, Scotch was not requesting assignment from a position he could not manage to one he could. Instead, Scotch explained the limitations created by his disability were that he needed to avoid stress and he could not pursue a master's degree while teaching full time and fulfilling other professional development requirements-limitations addressed by AIC's accommodation. Scotch's request of priority in assignment of lower division courses does not accommodate those limitations and was unnecessary to enable him to perform the essential functions of his position.
The accommodation offered by AIC-three years to complete a master's degree program and time spent working on a master's degree replacing professional development requirements-did not guarantee Scotch immediate full-time employment, but was “a modification or adjustment to the workplace” that would have enabled Scotch “to perform the essential functions of the job held or desired.” (Nadaf-Rahrov, supra, 166 Cal.App.4th at p. 976, 83 Cal.Rptr.3d 190.) Scotch's disqualification from teaching upper division courses did not stem from his disability, or failure to accommodate that disability, but rather from his not having a master's degree or being enrolled in a master's degree program. The accommodation that Scotch requests-priority in assignment of lower division courses-is the same “accommodation” any AIC faculty member without a master's degree would need in order to be ensured enough course sections to maintain full-time employment. The trial court was correct to grant summary judgment in AIC's favor on Scotch's failure to accommodate claim.
AIC argues, “[a]ny alleged failure by [AIC] to engage in the interactive process was Scotch's fault” because Scotch never informed Richman, Lester, or Marchman he was disabled and had resulting limitations on his ability to perform his job functions. While it is undisputed Scotch did not reveal he was HIV-positive until he met with Marchman on March 15, 2006, he did tell Richman by e-mail in November 2005: “[L]ast year I made you aware of some personal health issues that limited my schedule. These health issues make it difficult for me to handle a full-time job, outside projects and multiple co [u]rse loads at the same time. It is imperative that I maintain a reasonable limit on my commitments in order to maintain my person[al] safeguards.” On March 15, 2006, Scotch told Richman he was unhappy with his evaluation and PPAR score and informed him he had a “ ‘long-term illness' ” affecting his job performance and ability to pursue a master's degree.
Although it is disputed whether Scotch told Marchman his condition did not affect his job performance or ability to perform his job, Scotch presented undisputed evidence he told Marchman he needed to avoid stress. Marchman told Richman and Lester that Scotch had a health condition. In the March 23 meeting with Lester, Scotch focused the discussion on pursuing a master's degree because that is what Marchman advised him to do.
AIC argues it engaged in the interactive process “by listening and responding to Scotch's requests for clarification and by not scheduling him to teach morning sessions.” It is undisputed Richman agreed in late 2005 not to schedule Scotch to teach morning classes. It is also undisputed Lester suggested to Scotch in their meeting on March 23 that he enroll in a three-year master's degree program rather than a two-year program and told him the time spent working toward a master's degree would take the place of other professional development requirements. Scotch expressed satisfaction with that response. He did not request any further accommodation.
Scotch contends AIC did not engage in the interactive process in good faith because (1) it changed his employment status to part time before scheduling a second meeting, as promised at the March 23, 2006 meeting, and (2) the accommodation offered at the March 23 meeting was meaningless because Lester knew Scotch would be reduced to part-time status within a few weeks, long before he could even enroll in a master's degree program.
As we explained in addressing Scotch's failure to accommodate claim, the accommodation offered at the March 23 meeting was not meaningless, but was reasonably directed to accommodating the limitations created by his disability.
The second meeting promised at the March 23 meeting was never held. AIC contends a second meeting was not held because Scotch expressed satisfaction with the first meeting and never asked for another one. Scotch contends AIC did not have a second meeting because it decided to reduce his employment status to part time instead. Further, after Scotch presented Marchman with the June 11, 2006 letter, AIC did not conduct an investigation and did not seek to reopen the interactive process.
A reasonable jury could find AIC should have initiated a second meeting with Scotch before deciding to reduce the number of course sections assigned to him and effectively changing his employment status to part time. Richman and Lester knew Scotch had a serious disability (Marchman knew he was HIV-positive) and would know that he would lose his medical benefits if he became a part-time employee. A reasonable jury could find AIC, rather than Scotch, had the burden of initiating a second meeting because AIC uniquely had knowledge of the implementation of the master's degree requirement and of the scheduling assignments for the summer 2006 term.
D. Materiality: Is Scotch Required to Identify a Reasonable, Available Accommodation to Recover for Failure to Engage in the Interactive Process?
Was AIC's failure to engage in the interactive process material? To recover under section 12940, subdivision (n), was Scotch required to identify a reasonable, available accommodation which the second meeting or subsequent one might have produced? If so, at what stage was Scotch required to identify a reasonable, available accommodation?
In this case, the parties have conducted extensive and thorough discovery, including the depositions of Scotch, Richman, Lester, Marchman and other AIC faculty and administration, and document productions. Expert witnesses have been retained. Voluminous summary judgment papers were prepared and filed. Yet, after this extensive process, the only accommodation Scotch identifies that should have been offered to him was priority in assignment of lower division courses-an accommodation which, we have concluded, is not reasonable and not directed to the limitations created by his disability.
Put another way, if this case were presented to a jury, what remedy could it provide? How was Scotch damaged by any failure by AIC to engage in the interactive process in good faith? The FEHA has a remedial rather than punitive purpose. (§ 12920; see Nadaf-Rahrov, supra, 166 Cal.App.4th at pp. 981-982, 83 Cal.Rptr.3d 190.) Unless, after litigation with full discovery, Scotch identifies a reasonable accommodation that was objectively available during the interactive process, he has suffered no remedial injury from any violation of section 12940, subdivision (n).
After complete discovery in the litigation process, Scotch has not shown that a reasonable accommodation, directed to the limitations created by his disability, was available during the time period during which the interactive process should have occurred.
Scotch presented evidence showing the first two elements. He engaged in protected activity by telling Lester at the March 23, 2006 meeting he believed he was the victim of “some kind of weird retaliation” and by presenting Marchman with the June 11, 2006 letter. He was subjected to an adverse employment action when his course assignments were reduced, with the effect his employment status was changed from full time to part time.
In Flait v. North American Watch Corp. (1992) 3 Cal.App.4th 467, 477-478, 4 Cal.Rptr.2d 522, the court held that evidence the employee's employment was terminated only a few months after the protected activity, after working for the employer for four years, was sufficient circumstantial evidence of a causal link. In Strother v. Southern Cal. Permanente Medical Group (9th Cir.1996) 79 F.3d 859, 869-870, the court concluded evidence the employee suffered an adverse employment action one day after she filed a discrimination charge was sufficient for the trier of fact to conclude the employer's action was caused by the protected activity. Similarly, evidence showing Scotch suffered an adverse employment action weeks after the meetings with Marchman and Lester was sufficient to make a prima facie showing of causation.
By establishing a prima facie case of retaliation, Scotch shifted the burden to AIC of showing a legitimate, nonretaliatory reason for the adverse employment action. (Akers v. County of San Diego (2002) 95 Cal.App.4th 1441, 1453, 116 Cal.Rptr.2d 602.) For the reasons we have explained, AIC met its burden. The burden therefore shifted back to Scotch to prove intentional retaliation. (Ibid.) Scotch did not meet that burden: He failed to submit evidence showing AIC's reasons were a pretext and the decision to reduce his course assignments had a retaliatory motive.
When Scotch applied for unemployment benefits, he informed the Employment Development Department (EDD), “I quit because they want me to work part time and I need to work full time.” In response to Scotch's application for unemployment benefits, Marchman informed the EDD: “He went from [full time] @ 5 classes to [part time] teaching 4 classes. Changing to [part time] means the employee has the option to keep his benefits going.” Scotch contends that statement is false and the falsity demonstrates retaliatory motive. The assertion that Scotch's employment status changed from full time to part time was true, and, though initially assigned three course sections for the summer 2006 term, he later was given a fourth section. As Scotch explains, his option to maintain his health benefits was through the Consolidated Omnibus Budget Reconciliation Act of 1985 system; however, Marchman's statement to the EDD that he had the option to keep those benefits is incomplete rather than false. A reasonable trier of fact could not draw a reasonable inference of retaliatory motive from Marchman's response to Scotch's application for unemployment benefits.
Scotch concedes “the ‘Failure to Maintain’ cause of action can survive only if a ‘Retaliation’ cause of action survives.” Because we affirm summary judgment on all of Scotch's FEHA causes of action, we also affirm summary judgment on the failure to provide an environment free from discrimination cause of action.
On the undisputed facts of this case, Scotch was not constructively discharged as a matter of law. AIC did not change Scotch's working conditions or make it difficult for him to perform his job functions. There is no evidence he was shunned, treated harshly, or subjected to epithets and scorn. Scotch's appointment letter informed him AIC might change his employment status to part time in the case of enrollment decline. Under the Turner standard, a reasonable employer would not have realized a reasonable person in Scotch's position would be compelled to resign.
The judgment is affirmed. In the interest of justice, neither party may recover costs incurred on appeal.
1. All further code citations are to the Government Code unless otherwise noted.

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