Wilcox

INTRODUCTION

When Maurilio Wilcox did not return to work after his approved medical leave expired on August 4, 2020, Molina Healthcare, Inc. (Molina) terminated his employment. Wilcox sued Molina for disability-related causes of action under the Fair Employment and Housing Act (FEHA). After trial, a jury returned a special verdict, and the trial court entered judgment in favor of Molina based on the jury’s factual findings. On appeal, Wilcox argues he is entitled to a new trial because of inconsistent factual findings by the jury. The jury found that Wilcox requested a reasonable accommodation for a physical condition. It also found that Molina was unaware of Wilcox’s physical condition. Wilcox asserts that these positions are inherently inconsistent. Wilcox does not rely on any facts to support his position. Indeed, neither the record nor argument on appeal discloses the specific physical condition from which Wilcox suffered. Nonetheless, Wilcox argues that a jury can never find an employer is unaware of an employee’s physical condition if it also finds that the employee requested a reasonable accommodation for that physical condition. We disagree with Wilcox. A request for a…