In June 2009, plaintiff Margarita Arriaga, 40, a cashier, was fired after working 16 years at a Woodland Target store. She claimed that her developmental disabilities was the reason for her firing. Arriaga through her sister and guardian, Christina Bryson, sued Target for violations of the California Fair Employment and Housing Act. No federal claims were involved in the suit, but it was filed in federal court as Target is a Minneapolis-based corporation. Arriaga claimed that she informed her supervisors about her developmental disability and was placed in the job by a community group that helps the disabled. She alleged that as a result, she had job coaching provided by a community organization from the beginning of her employment until a few months before her firing. Arriaga contended that she was fired because she deviated from the posted schedule by taking lunch breaks later than she should have. However, she alleged that she took the breaks late because she has difficulty with time. Plaintiff’s counsel contended that Target failed to accommodate Arriaga and engage in an interactive process to accommodate her, which is required by California law. Defense counsel contended that Arriaga violated Target policy of taking meal breaks late 3 times in 18 months. Counsel also contended that Target was unaware of any of disability. Defense counsel noted the recollections of coworkers, who said that Arriaga appeared shy or nervous, and that they did not know she was disabled., Arriaga claimed that she was unemployed for about five months after her firing, but that she is now employed doing a similar job at Home Depot. At the time of her firing, Arriaga was earning $10.60 an hour, and that she is now earning $2 per hour less at her new job, working the same amount of hours as she did before. Thus, Arriaga sought recovery of damages for her past and future loss of earnings.