Trish Johnson v. Board of Trustees of the Bound, et al
Filing
FILED OPINION (DIARMUID F. O'SCANNLAIN, RICHARD A. PAEZ and VIRGINIA M. KENDALL) AFFIRMED. Judge: DFO Authoring, Judge: RAP Concurring & dissenting, FILED AND ENTERED JUDGMENT. [7993052]
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FOR PUBLICATION
UNITED STATES COURT OF APPEALS
FOR THE NINTH CIRCUIT
TRISH JOHNSON,
Plaintiff-Appellant,
v.
BOARD OF TRUSTEES OF THE
BOUNDARY COUNTY SCHOOL
DISTRICT NO. 101; DON BARTLING,
in his capacity as Superintendent
of the Boundary County School
District No. 101,
Defendants-Appellees.
No. 10-35233
D.C. No.
2:09-cv-00061-BLW
OPINION
Appeal from the United States District Court
for the District of Idaho
B. Lynn Winmill, Chief District Judge, Presiding
Argued and Submitted
December 8, 2010—Seattle, Washington
Filed December 8, 2011
Before: Diarmuid F. O’Scannlain and Richard A. Paez,
Circuit Judges, and Virginia M. Kendall, District Judge.*
Opinion by Judge O’Scannlain;
Partial Concurrence and Partial Dissent by Judge Paez
*The Honorable Virginia M. Kendall, United States District Judge for
the Northern District of Illinois, sitting by designation.
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COUNSEL
Jason Walta, National Education Association, Washington,
D.C., argued the cause for the plaintiff-appellant and filed
briefs. With him on the briefs were James M. Piotrowski and
Marty Durand, Herzfeld & Piotrowski, Boise, Idaho; and John
E. Rumel, Idaho Education Association, Boise, Idaho.
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Bentley G. Stromberg, Clements, Brown & McNichols, P.A.,
Lewiston, Idaho, argued the cause for the defendantsappellees and filed a brief.
Dennis J. Dimsey, United States Department of Justice, Civil
Rights Division, Washington, D.C., filed a brief on behalf of
amici curiae the United States and United States Equal
Employment Opportunity Commission. With him on the brief
were Thomas E. Perez, Assistant Attorney General, Samuel
R. Bagenstos, Principal Deputy Assistant Attorney General,
and Roscoe Jones, Jr., Attorney, United States Department of
Justice, Civil Rights Division, Appellate Division, Washington, D.C.; and P. David Lopez, General Counsel, Carolyn L.
Wheeler, Acting Associate General Counsel, Lorraine C.
Davis, Assistant General Counsel, and Anne Noel Occhialino,
United States Equal Opportunity Commission, Office of General Counsel, Washington, D.C.
OPINION
O’SCANNLAIN, Circuit Judge:
We must decide whether a disabled teacher is a “qualified
individual with a disability” under the Americans with Disabilities Act.
I
A
Patricia (“Trish”) Johnson, who had a history of depression
and bipolar disorder, taught special education in the Boundary
County School District No. 101 (“District”) in Idaho for a
decade. In May 2007, Johnson entered into a standard teaching contract with the District requiring her “to have and maintain the legal qualifications required to teach” special
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education during the 2007-2008 school year. In Idaho,
“[e]very person who is employed to serve in any elementary
school or secondary school in the capacity of teacher . . . shall
be required to have and to hold a certificate issued under
authority of the state board of education.” Idaho Code § 331201. The Idaho State Board of Education (“ISBE”) issued
Johnson a teaching certificate valid from September 1, 2002
to September 1, 2007. Hence, Johnson’s teaching certificate
was set to expire around the start of the 2007-2008 school
year.
To renew her certificate, Johnson was required to complete
at least six semester hours of professional development training, at least three of which had to be for college credit, during
the five-year period that her certificate was valid. Idaho
Admin. Code § 08.02.02.060.03. During this period, Johnson
completed a number of courses toward renewal of her certificate; however, by the summer of 2007, she was still short the
required three semester hours of college credit. According to
Johnson, she had taken “much more than just three hours” of
college-level courses by the start of the summer but had not
received any credit because she never paid for the courses.
However, during that summer Johnson experienced a major
depressive episode that rendered her unable to take any college courses. Shortly before classes resumed in the fall, Johnson met with the District Superintendent, Dr. Don Bartling,
and explained that her certificate would soon expire because
she had failed to complete the three college credits. Superintendent Bartling informed Johnson that she would need to
petition the District’s Board of Trustees (“Board”) to apply
for provisional authorization from the ISBE to teach without
a certificate during the upcoming school year.
School districts in Idaho could apply for provisional authorization to hire teachers who lacked the appropriate certification by submitting a letter of request signed by the
superintendent and chair of the board of trustees explaining
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the need for provisional authorization, “outlining the ‘good
faith effort’ the district made in attempting to hire someone
with appropriate certification,” and specifying the teacher’s
qualifications. Upon ISBE approval, the teacher would be
allowed to teach for a nonrenewable one-year term.
Johnson appeared before the Board on September 6, 2007,
and requested that the Board apply for provisional authorization for her to teach during the school year. The Board voted
to deny the request. According to the Chairman of the Board,
Melanie Staples, the reason for the denial was that Johnson
“had five years to get those three credits and didn’t approach
administration until just before school started where her certificate was up.” Staples testified that the Board applied for
provisional authorizations only when there was an open position but no certificated teachers available. Because there were
two certificated special education teachers available to teach
in the District, one of them was hired to fill in for Johnson.
The Board mailed a notice of possible nonrenewal of Johnson’s teaching contract for the 2007-2008 school year to
Johnson on October 1, 2007. Two weeks later, the Board held
a hearing to determine whether Johnson had violated the
terms of her contract by allowing her teaching certification to
lapse. Johnson was represented by counsel at the hearing and
given the opportunity to testify and to present evidence. Johnson testified at length about her history of mental illness, as
well as how her depressive episode during the summer of
2007 had prevented her from completing the required college
credits. At the conclusion of the meeting, the Board decided
to “stand on [its] previous decision” not to seek provisional
authorization because of “Ms. Johnson’s lack of action over
the last five years.” Consequently, Johnson was terminated,
and the substitute teacher filling in for her was hired on a fulltime basis.
B
On January 12, 2009, Johnson filed a complaint against the
Board in state court alleging statutory and constitutional due
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process violations, breach of contract, and disability discrimination in violation of the Idaho Human Rights Act (“IHRA”),
Idaho Code § 67-5909; the Rehabilitation Act of 1973, 29
U.S.C. § 701 et seq.; and the Americans with Disabilities Act
of 1990 (“ADA”), 42 U.S.C. § 12101 et seq. The Board
removed the action to the district court, which entered summary judgment in the Board’s favor. This timely appeal followed.
II
The sole claims remaining on appeal are the disabilitydiscrimination claims.1 Johnson contends that the district
court erred in concluding that she was not a “qualified individual with a disability” within the meaning of the ADA.
A
[1] Title I of the ADA prohibits “discriminat[ion] against
a qualified individual with a disability because of the disability of such individual in regard to . . . the hiring, advancement, or discharge of employees.” 42 U.S.C. § 12112(a)
(2007).2 Thus, to prevail on her disability-discrimination
claims, Johnson “first must show that she is a ‘qualified individual with a disability.’ ”3 Fredenburg v. Contra Costa Cnty.
1
Johnson does not contest the district court’s conclusion that her ADA
claim is barred because she failed timely to file a charge with the Equal
Employment Opportunity Commission. Hence, we consider only her
Rehabilitation Act and IHRA claims, though we construe such claims as
we would an ADA claim. See Boose v. Tri-Cnty. Metro. Transp. Dist. of
Or., 587 F.3d 997, 1001 n.5 (9th Cir. 2009); Stansbury v. Blue Cross of
Idaho Health Serv., Inc., 918 P.2d 266, 269 (Idaho 1996).
2
The ADA was amended by the ADA Amendments Act of 2008
(“ADAAA”), Pub. L. No. 110-325, 122 Stat. 3553 (2008). Because the
ADAAA’s effective date is January 1, 2009, 122 Stat. at 3559, and
because we have determined that the ADAAA lacks retroactive effect,
Beccerril v. Pima Cnty. Assessor’s Office, 587 F.3d 1162, 1164 (9th Cir.
2009) (per curiam), we rely on the version of the ADA in effect in 2007.
3
For purposes of summary judgment, the Board does not contest that
Johnson is disabled.
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Dep’t of Health Servs., 172 F.3d 1176, 1178 (9th Cir. 1999).
Moreover, she must show that she was “qualified” at the time
of the alleged discrimination.4 See Weyer v. Twentieth Century Fox Film Corp., 198 F.3d 1104, 1112 (9th Cir. 2000).
[2] The ADA defines “qualified individual” as “an individual who, with or without reasonable accommodation, can perform the essential functions of the employment position that
such individual holds or desires.”5 42 U.S.C. § 12111(8). The
Equal Employment Opportunity Commission (“EEOC”), the
agency to which Congress delegated authority to implement
Title I of the ADA, see id. § 12116, has promulgated a regulation expanding this definition, see Equal Employment Opportunity for Individuals with Disabilities, 56 Fed. Reg. 35,726,
35,735 (July 26, 1991). The EEOC regulation provides that a
“qualified individual with a disability” is one “who satisfies
the requisite skills, experience, education and other jobrelated requirements of the employment position such individual holds or desires, and who, with or without reasonable
accommodation, can perform the essential functions of such
position.” 29 C.F.R. § 1630.2(m) (emphasis added). We have
previously adopted the EEOC’s two-step inquiry as the test
for whether an individual is qualified within the meaning of
the ADA. See Bates v. United Parcel Serv., Inc., 511 F.3d
974, 990 (9th Cir. 2007) (en banc).
B
The Board does not contest that Johnson was physically
and mentally capable of performing the functions of a special
4
Here, the discrimination alleged is the Board’s refusal to apply for provisional authorization, i.e., “not making reasonable accommodations to the
known physical or mental limitations of an otherwise qualified individual
with a disability.” 42 U.S.C. § 12112(b)(5)(A).
5
The “essential functions” of a job are defined as the “fundamental job
duties,” not including “the marginal functions of the position.” 29 C.F.R.
§ 1630.2(n)(1).
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education teacher at the time it denied her request for provisional authorization. The Board contends, however, that Johnson’s lack of legal authorization to teach in Idaho rendered
her unqualified pursuant to the first step of the two-step qualification inquiry. Johnson responds that we must consider reasonable accommodation in determining whether she satisfied
the job prerequisites. Because Johnson could have obtained
legal authorization to teach had the Board granted her request
for accommodation, she contends that she met the first step.
[3] Initially, we note that the first step of the qualification
inquiry, unlike the second step, contains no reference to reasonable accommodation. If the EEOC had intended to require
employers to provide reasonable accommodation to ensure
that disabled individuals can satisfy the job prerequisites, in
addition to the essential job functions, it presumably could
have said so in the regulation. That the EEOC declined to
include any reference to reasonable accommodation in the
first step suggests that such omission was deliberate. See
Fedorenko v. United States, 449 U.S. 490, 512 (1981).
Our reading is supported by the EEOC’s interpretive guidance on Title I (“Guidance”). In discussing the qualification
inquiry, the Guidance explains that “[t]he first step is to determine if the individual satisfies the prerequisites for the position, such as possessing the appropriate educational
background, employment experience, skills, licenses, etc.” 29
C.F.R. Pt. 1630, App. to § 1630.2(m). Hence, “the first step
in determining whether an accountant who is a paraplegic is
qualified for a certified public accountant (CPA) position is to
examine the individual’s credentials to determine whether the
individual is a licensed CPA.” Id. Absent from this discussion
is any mention of a requirement that the employer consider
whether the individual could become a licensed CPA with
reasonable accommodation.
[4] According to another section of the Guidance, “the
obligation to make reasonable accommodation is owed only
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to an individual with a disability who is qualified within the
meaning of § 1630.2(m) in that he or she satisfies all the skill,
experience, education and other job-related selection criteria.”
29 C.F.R. Pt. 1630, App. to § 1630.9(a). The Guidance further
provides that “[a]n individual with a disability is ‘otherwise
qualified’ . . . if he or she is qualified for a job, except that,
because of the disability, he or she needs a reasonable accommodation to be able to perform the job’s essential functions.”
Id. Such statements make clear that unless a disabled individual independently satisfies the job prerequisites, she is not
“otherwise qualified,” and the employer is not obligated to
furnish any reasonable accommodation that would enable her
to perform the essential job functions.
The Guidance then provides the following example to illustrate when the duty of reasonable accommodation would be
triggered:
For example, if a law firm requires that all incoming lawyers have graduated from an accredited law
school and have passed the bar examination, the law
firm need not provide an accommodation to an individual with a visual impairment who has not met
these selection criteria. That individual is not entitled to a reasonable accommodation because the
individual is not “otherwise qualified” for the position.
On the other hand, if the individual has graduated
from an accredited law school and passed the bar
examination, the individual would be “otherwise
qualified.” The law firm would thus be required to
provide a reasonable accommodation, such as a
machine that magnifies print, to enable the individual to perform the essential functions of the attorney
position, unless the necessary accommodation would
impose an undue hardship on the law firm.
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Id. (emphasis added). Again, the Guidance explicitly disclaims any requirement of providing reasonable accommodation to disabled individuals who fail to meet the job
prerequisites on their own.6
C
The EEOC as amicus curiae points out that a different section of the Guidance provides that “selection criteria that are
related to an essential function of the job may not be used to
exclude an individual with a disability if that individual could
satisfy the criteria with the provision of a reasonable accommodation.” 29 C.F.R. Pt. 1630, App. to § 1630.10 (emphasis
added). Thus, the EEOC asserts that reasonable accommodation must be considered under the first step of the qualification inquiry.7
The Guidance section cited by the EEOC pertains to challenges to “qualification standards, employment tests or other
6
Johnson concedes that an individual who cannot satisfy the job prerequisites is generally not “qualified” under the first step of the qualification
inquiry but contends that an exception exists “where the employer exercises significant control over an individual’s ability to obtain job-related
qualifications.” We disagree. See EEOC Enforcement Guidance: Reasonable Accommodation and Undue Hardship under the Americans with Disabilities Act, No. 915.002 (Oct. 17, 2002), at 20 (“There is no obligation
for the employer to assist the individual to become qualified. Thus, the
employer does not have to provide training so that the employee acquires
necessary skills to take a job.” ); see also Williams v. United Ins. Co. of
Am., 253 F.3d 280, 282 (7th Cir. 2001) (holding that an employer is not
required to provide a disabled individual “training that will equip her with
the qualifications for the job . . . that at present she lacks”).
7
Our dissenting colleague suggests that we have not afforded sufficient
deference to the EEOC’s statutory and regulatory interpretations. We disagree. In fact, our conclusion rests on the EEOC’s own regulation and
interpretive guidance. See supra. We part ways on certain aspects of the
EEOC’s litigation position only to the extent that they are off point (as
when the EEOC invokes guidance that is irrelevant on this record) or at
odds with the plain text of the regulation and interpretive guidance.
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selection criteria that screen out or tend to screen out an individual with a disability or a class of individuals with disabilities.” See 42 U.S.C. § 12112(b)(6); 29 C.F.R. § 1630.10. We
have previously observed, in the context of a challenge to an
employer’s “facially discriminatory qualification standard,”
that “it would make little sense to require an ADA plaintiff to
show that he meets a qualification standard that he undisputedly cannot meet because of his disability and that forms
the very basis of his discrimination challenge.” Bates, 533
F.3d at 988, 990. If the employee succeeds in showing that the
qualification standard “has the effect of discriminating on the
basis of disability,” the burden then shifts to the employer to
show that “the qualification standard is (1) ‘job-related,’ (2)
‘consistent with business necessity,’ and (3) that ‘performance
cannot be accomplished by reasonable accommodation.’ ” Id.
at 994-95 (quoting 42 U.S.C. § 12113(a)).
Here, however, Johnson does not challenge the Board’s
legal authorization requirement as a discriminatory job prerequisite. Rather, the basis for Johnson’s discrimination claim
is the Board’s failure to accommodate her disability, which is
analytically distinct from a claim of disparate treatment or
impact under the ADA. See McGary v. City of Portland, 386
F.3d 1259, 1265-66 (9th Cir. 2004). Because Johnson does
not allege, let alone show, that the Board’s requirement was
discriminatory in effect, the Guidance section pertaining to
discriminatory qualification standards is inapposite.8
III
[5] In sum, an individual who fails to satisfy the job prerequisites cannot be considered “qualified” within the meaning of the ADA unless she shows that the prerequisite is itself
8
Accordingly, we reject Johnson’s reliance on cases such as Bates and
Rohr v. Salt River Project Agricultural Improvement & Power District,
555 F.3d 850 (9th Cir. 2009), both of which involved challenges to discriminatory qualification standards under 42 U.S.C. § 12112(b)(6).
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discriminatory in effect. Otherwise, the default rule remains
that “the obligation to make reasonable accommodation is
owed only to an individual with a disability who . . . satisfies
all the skill, experience, education and other job-related selection criteria.” 29 C.F.R. Pt. 1630, App. to § 1630.9(a).
Because Johnson does not allege that the Board’s legal authorization requirement was itself discriminatory, her failure to
satisfy such requirement rendered her unqualified, and the
Board was not required to accommodate her disability.9
The judgment of the district court is
AFFIRMED.
PAEZ, Circuit Judge, concurring in part, dissenting in part:
I concur in the judgment and in Parts I and II(A) of the
majority opinion. At the time of the alleged discrimination,
Patricia Johnson did not possess the required certification to
be employed as a special education teacher by the Boundary
County School District (the “District”). The accommodation
that she sought—provisional authorization for the District to
hire an uncertified teacher—is an accommodation to a local
school district wholly within the discretion of the Idaho State
Board of Education. The District did not have the authority to
grant provisional authorization, and therefore could not grant
Johnson the accommodation she requested. The district court
properly granted summary judgment to the District.
We therefore need not decide whether the Equal Employment Opportunity Commission (“EEOC”) has properly interpreted its own regulation to include a duty of reasonable
accommodation in the first step of the inquiry into whether a
9
In light of our conclusion, we need not consider the Board’s argument
that the requested accommodation was unreasonable.
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person is a “qualified individual” under the Americans with
Disabilities Act (“ADA”).1 See 29 C.F.R. 1630.2(m) (interpreting 42 U.S.C. § 12111(8) of the ADA). The majority,
however, proceeds to give its own interpretation of section
1630.2(m) and rejects the reasonable position of the EEOC.
Because the majority does not afford the requisite deference
due to the EEOC’s interpretation of its own regulations, I cannot agree with Parts II(B), II(C), and III of Judge
O’Scannlain’s opinion.
I.
At the heart of this appeal is the Idaho State Board of Education’s procedure for a school district to obtain provisional
authorization to hire an uncertified teacher. The Board of
Education is vested with the authority to issue teaching certificates, which it delegates to the State Department of Education. Idaho Admin. Code 08.02.02.016. At the time Johnson
requested a waiver of certification, the Board had created a
procedure through which local school districts could obtain
provisional authorization to hire uncertified teachers.2 To
apply for authorization, a school district is required to submit
a letter with a statement explaining the need for the request,
detailing the qualifications of the individual the district seeks
to hire, and “outlining the ‘good faith effort’ the district made
in attempting to hire someone with appropriate certification.”
The provisional authorization is valid for only one year, is
1
Johnson’s claim under the ADA was properly dismissed by the district
court. This appeal concerns Johnson’s claims under the Idaho Human
Rights Act (“IHRA”), Idaho Code § 67-5909, and the Rehabilitation Act
of 1973, 29 U.S.C. § 701 et seq. We analyze claims under the IHRA and
Rehabilitation Act, however, as we would a claim under the ADA. See
Zukle v. Regents of Univ. of Cal., 166 F.3d 1041, 1045 n.11 (9th Cir.
1999); Stansbury v. Blue Cross of Idaho Health Serv., Inc., 918 P.2d 266,
269 (Idaho 1996).
2
See Idaho State Bd. of Educ. Summary of Alternative Authorization/Routes to Certification, available at http://www.sde.idaho.gov/site/
teacher_certification/alt_routes.htm.
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non-renewable, and the teacher hired must obtain proper certification in order to continue teaching once the authorization
expires.
The provisional authorization thus grants authority to a
school district to fill a vacancy with an individual who does
not possess the required state certification, but only after it
has been unable to find a certified teacher, having made a
good faith effort to do so. Presumably, a capable but uncertified teacher is in many cases better than no teacher at all. The
Board’s policy makes clear, however, that provisional authorization to hire an uncertified teacher is an accommodation of
last resort to local school districts, not an accommodation to
a teacher who does not possess the required certification. See
Idaho State Bd. of Educ. Summary of Alternative Authorization/Routes to Certification, available at http://www.sde
.idaho.gov/site/teacher_certification/alt_routes.htm (“[T]his
authorization does not lead to certification, it is an emergency
authorization available to school districts.”). The authorization process is an exception to Idaho Code § 33-1201, which
provides that “[e]very person who is employed to serve in any
elementary school or secondary school in the capacity of
teacher . . . shall be required to have and to hold a certificate
issued under authority of the state board of education.” Further, the authorization process does not provide a school district with the authority to waive the certification requirement
by itself at the request of an uncertified teacher; only the
Board may authorize provisional authorization.
In Albertson’s, Inc. v. Kirkingburg, the Supreme Court held
that an employer is not required under the ADA to accept a
governmentally-approved waiver if the waiver regulation does
not alter substantive licensing requirements. 527 U.S. 555,
577-78 (1999) (concluding that a trucking company did not
violate the ADA when it terminated and refused to rehire a
visually impaired driver for failing to meet Department of
Transportation vision acuity standards even after the driver
obtained a waiver from the Department). That is the case here.
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The provisional authorization procedure is a limited exception
to the state certification standards that Idaho public school
teachers must satisfy. Although provisional authorization was
potentially available, the District was not required to utilize
the procedure to rehire Johnson.
This might be a different case if the District had created the
certification requirement or if it had independent authority
and discretion to waive the certification requirement so that it
could rehire Johnson. Under the teacher certification scheme
that Idaho has adopted, however, both of those responsibilities
rest with the State Board of Education. Johnson therefore has
no basis to complain that the District discriminated against
her in violation of the IHRA and the Rehabilitation Act when
it declined to seek provisional authorization from the state.
II.
There is no need to reach the question—as the majority
does in Parts II(B) and II(C) of the opinion—of whether the
District had a duty under the ADA to apply for provisional
authorization to rehire Johnson as a reasonable accommodation so that she could ultimately renew her certification. In its
Amicus Brief, the EEOC contends that the “district court
erred in failing to ask the controlling question in granting
defendants’ motion for summary judgment: whether the plaintiff would have been ‘qualified’ for her teaching position if
she had received the waiver she sought.” Here, the answer to
the EEOC’s question is clearly “No.” As described above, the
provisional authority, if granted, would have permitted the
District to hire Johnson for one year despite the fact that she
did not possess the required state certification. Even if the
Board of Education had granted the District provisional
authorization to hire Johnson, Johnson still would have lacked
the certification required by section 33-1201.
Because Johnson’s claim would fail even if we accepted
the EEOC’s formulation of the relevant legal question, I see
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no need to opine on the persuasiveness of the EEOC’s interpretation of its own regulation implementing the ADA. Yet
not only does the majority opinion do so, it quarrels with the
agency’s interpretation of its own regulation without regard
for the deference we must afford the EEOC. In Auer v. Robbins, the Supreme Court held that where a particular test “is
a creature of the [agency]’s own regulations, [the agency’s]
interpretation of it is, under our jurisprudence, controlling
unless plainly erroneous or inconsistent with the regulation.”
519 U.S. 452, 461 (1997) (internal quotations omitted); see
also Kraus v. Presidio Trust Facilities Div./Residential Mgmt.
Branch, 572 F.3d 1039, 1045 (9th Cir. 2009) (deferring to
EEOC’s interpretation of its own regulation). The Court
explained that such deference is due even where, as here, the
agency’s position is contained in an appellate brief, so long as
the agency is not attempting to defend its own past actions.
Auer, 519 U.S. at 462 (“There is simply no reason to suspect
that the interpretation does not reflect the agency’s fair and
considered judgment on the matter in question.”).
Here, the EEOC, as amicus curiae, argues that an employer
has a duty to provide reasonable accommodation to a prospective employee if that accommodation would allow the person
to become qualified for the position. The majority rejects the
EEOC’s position for three reasons. First, the majority argues
that the first part of the two-part definition of “qualified” in
29 C.F.R. § 1630.2(m) contains no reference to reasonable
accommodation. Maj. Op. at 20880. Second, the majority
argues that the EEOC’s interpretive guidance, contained in 29
C.F.R. pt. 1630, app. § 1630.2(m), “explicitly disclaims any
requirement of providing reasonable accommodation to disabled individuals who fail to meet the job prerequisites on
their own.” Maj. Op. at 20883. Third, the majority argues that
the EEOC’s position is incorrect because it relies on inapplicable regulations and interpretive guidance governing only
facially discriminatory selection criteria. Maj. Op. at
20883-84. None of these arguments show that the EEOC’s
interpretation of 29 C.F.R. § 1630.2(m) is “plainly erroneous
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or inconsistent with the regulation” and does not reflect the
agency’s “fair and considered judgment.” Auer, 519 U.S. at
461-62.
It is undisputed that the first part of the EEOC’s “qualified
individual” test, which asks whether a person “satisfies the
requisite skills, experience, education and other job-related
requirements of the employment position,” does not contain
a reference to reasonable accommodation. 29 C.F.R.
§ 1630.2(m); Bates v. United Parcel Serv., Inc., 511 F.3d 974,
990 (9th Cir. 2007) (en banc). The majority states that the
EEOC “presumably” could have included a reference to reasonable accommodation and that its failure to do so “suggests
that such omission was deliberate.” Maj. Op. at 20881. The
majority similarly argues that the interpretive guidance to that
regulation, also silent as to any duty of reasonable accommodation in assisting an applicant to attain “the appropriate . . .
licenses,” 29 C.F.R. pt. 1630, app. § 1630.2(m), should be
read to preclude a duty of reasonable accommodation. The
majority’s interpretation would not be an unreasonable reading of the regulation in a vacuum. There is no reason to rely
on presumptions and inferences from omissions, however,
because the EEOC has spoken through its Amicus Brief. See
Auer, 519 U.S. at 462 (deferring to agency’s position as stated
in appellate brief to the Supreme Court). I see no reason in the
context of this case to take issue with the EEOC’s interpretation of section 1630.2.
We should avoid contradicting the EEOC when it interprets
its own guidelines in a manner that is not plainly erroneous
or inconsistent with the governing statute or regulation. The
majority states that the EEOC’s interpretive guidance for section 1630(a) “explicitly disclaims” any duty of reasonable
accommodation to individuals who fail to meet the job prerequisites on their own. Maj. Op. at 20883. The majority
points to an illustration provided by the EEOC concerning
applicants to a law firm. In that example, the interpretive
guidance states that a law firm has no duty to provide a rea-
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sonable accommodation to an applicant who has not yet
passed the bar, but must provide an accommodation to an
applicant who has successfully passed the bar. 29 C.F.R. pt.
1630, app. § 1630.2(a). The majority interprets this example
to mean that the law firm has no duty to provide a reasonable
accommodation so that the applicant can become qualified for
the position. This reads the EEOC’s guidance too broadly.
The guidance merely states that the duty to provide a reasonable accommodation to an employee so that he can perform the essential functions of the job does not exist until the
employee is otherwise qualified. 29 C.F.R. pt. 1630, app.
§ 1630.2(m). This does not preclude the existence of a duty
to assist the employee in becoming otherwise qualified if such
assistance is a “reasonable accommodation.” Because these
are separate questions, there is nothing in the guidance that
“explicitly disclaims” the EEOC’s reasonable position
expressed in its Amicus Brief.
There is also no basis for the majority’s suggestion that the
ADA and the EEOC’s regulation exclude a duty of reasonable
accommodation to allow an applicant to meet qualification
standards unless those standards are facially discriminatory.
We have no doubt declared that 42 U.S.C. § 12112(b)(6), pertaining to “qualification standards, employment tests or other
selection criteria that screen out or tend to screen out an individual with a disability,” applies to standards that are facially
discriminatory against disabled persons. See Bates, 511 F.3d
at 989. There is nothing in our prior decisions, however, precluding the EEOC’s position that section 12112(b)(6) can also
be read to include facially neutral standards that “screen out
an individual with a disability,” especially when an appropriate waiver system is in place.
In sum, the EEOC’s position expressed in its Amicus Brief
is not plainly erroneous, irrational, or inconsistent with either
the ADA or the EEOC’s regulations and interpretive guidance. Although the rule the majority proposes in Part III of the
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opinion is plausible, it is contrary to the reasonable view of
the EEOC, and we ought to defer to the agency’s reasonable
position rather than attempt to give our own interpretation to
the EEOC’s regulation and the governing statute. Because I
see no reason to reject the EEOC’s position that employers
have a duty to provide reasonable accommodation to disabled
individuals who could satisfy job prerequisites with an
accommodation, I would defer to that position. I therefore
respectfully dissent from Parts II(B), II(C), and III. Nonetheless, because the District did not have the authority to grant
Johnson a provisional waiver to the required state certification, I concur in the court’s judgment.
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