SPH achieved a significant victory, reinforcing the rights of disabled employees seeking reasonable accommodations. The firm represented Kathryn Shiber, a first-year analyst at Centerview Partners LLC, one of the world’s leading investment banks. Shortly after joining, Shiber requested a reasonable accommodation due to the demanding work hours, specifically seeking consistent sleep without affecting her employment. Initially, the company was supportive, granting her request without issue.
However, just 18 days later, Centerview terminated Shiber’s employment. The company explicitly stated that her disability was the reason, telling her she “should have known” she couldn’t perform the job and that accepting the position was a “mistake.” In an effort to retain her job, Shiber withdrew her accommodation request, but Centerview refused to reverse their decision, stating it was “unequivocal.” They harshly claimed her disability—not the accommodation request—was the cause, accusing her of taking a “coveted spot” from someone without a disability.
In Kathryn Shiber v. Centerview Partners LLC, No. 21-cv-3649 (ER), 2025 U.S. Dist. LEXIS 196493, at *1 (S.D.N.Y. Sep. 29, 2025), the Court denied Centerview’s motion for summary judgment. It rejected the claim that Shiber’s disability hindered her ability to be an analyst, allowing a jury to consider whether discrimination and retaliation motivated her termination.
The Shiber decision confirms the requirement that employers engage in an interactive process when an employee requests an accommodation. It sends a powerful message to employers about the importance of adhering to disability rights laws, as well as the potential legal consequences of failing to do so.