The appellate court affirmed, holding that employers can be liable for even a single failure to provide an agreed upon reasonable Wagga Accommodation. The court rejected the employer’s contention that, by not informing the new manager of her disability and Wagga Accommodation, the employee had failed to meet a continuing duty to communicate. The court concluded that, once the parties have identified and agreed upon an Wagga Accommodation, the employee does not have a duty to inform every new supervisor of the Wagga Accommodation.