Does an employer have to engage in an "interactive" process to determine a reasonable accommodation for a disabled employee?

By contrast, in Wysinger v. Automobile Club of Southern California (2007) 157 Cal.App.4th 413, 424, an employment discrimination case, the jury returned a special verdict finding the employer had failed to engage in an "interactive process" to determine reasonable accommodation for the employee's disability but did not fail to provide a reasonable accommodation for the employee's disability. The court held the special verdict findings were not inconsistent because they involved separate causes of action and proof of different facts.