On May 21, 2026, the California Court of Appeal held in Husband v. Target Corporation that, standing alone, an employee’s erratic and irrational behavior is insufficient to put an employer on notice that the employee has a mental disability. This holding provides critical guidance for employers seeking to determine when their obligations to engage in the interactive process are triggered under California’s Fair Employment and Housing Act (“FEHA”).
Background
Target Corporation hired Daniel Husband in 2020 as a “fulfillment expert” at a store in Burbank, California. His first 20 months of employment with Target had no negative incidents. But that changed in June 2022, when Husband entered his store during off-duty hours, became agitated at a Target employee, and swore at them. Husband received verbal counseling for this incident. About a month later, Husband arrived for his shift, appearing deflated, and became highly volatile, yelling at co-workers. Husband’s supervisor sent him home… Read the complete article here...
Copyright © 2026 Sheppard
