In an example of how to lawfully interact with and accommodate a disabled employee, the Ninth Circuit Court held in Department of Fair Employment and Housing v. Lucent Technologies that the employer lawfully discharged the plaintiff after fully interacting with him and accommodating his disability. Carauddo worked for Lucent as a telecommunications installer until he suffered a back injury on the job. Rejecting the failure-to-interact claim, the court pointed out that plaintiff was in regular contact with Lucent yet failed to bring to the company's attention any possible accommodations that it had not already considered. The court blamed any failure to interact on plaintiff. The court also concluded that Lucent had implemented every reasonable accommodation and that plaintiff had failed to request additional accommodations. Indeed, Lucent had notified Carauddo of his right to apply for an additional six month leave of absence at the conclusion of his leave, and plaintiff failed to do so. Further, the court held that Lucent lawfully discharged Carauddo after his disability leave had expired as plaintiff's own doctors opined that Carauddo could not perform the essential functions of the job.