This decision reverses a summary judgment in a disability discrimination case under FEHA.  Plaintiff presented sufficient evidence to support a prima facie case that he could perform the essential duties of a job with or without accommodation and that he was treated differently from other employees because of his disability. Defendant’s showing of a legitimate, nondiscriminatory reason for plaintiff’s discharge (a reduction in force) was incomplete because it failed to explain why two other employees were reassigned while plaintiff was terminated. And plaintiff presented substantial evidence of discriminatory animus that raised a triable issue of material fact regarding the true reason he was discharged.