In Lawler v. Montblanc North America, LLC, the Ninth Circuit Court of Appeals (applying California law) recognized that adverse action because of a disability is unlawful discrimination only if "the disability would not prevent the employee from performing the essential functions of the job, at least not with reasonable accommodation." Lawler, a manager for a Montblanc store in the Valley Fair Shopping Center, was responsible for "hiring, training, and supervising sales staff; overseeing and developing customer relations; administering stock and inventory; cleaning; creating store displays; and preparing sales reports." It was undisputed that Lawler could perform her duties only in the store. In 2009, Lawler was diagnosed with a chronic medical condition requiring a reduced workweek. While Montblanc was evaluating her accommodation request, in a related incident, Lawler injured her foot. Lawler presented certification of her need for leave through the holiday season and into January. After unsuccessfully soliciting further information from her physicians to confirm whether alternative means existed to return Lawler to work, Montblanc terminated her employment because she could not be present in the store. The court threw out Lawler's disability discrimination claim because Lawler's inability to be physically present in the store meant she could not perform the essential functions of her position even with the requested accommodation.