court fees in lawsuits. Moreover, there may be a benefit to these private attorneys general who identify and compel the correction of illegal conditions: they may increase the number of public accommodations accessible to persons with disabilities. "Civil rights law depends heavily on private enforcement. Moreover, the inclusion of penalties and damages is the driving force that facilitates voluntary compliance with the ADA." Courts have noted: However, in states that have enacted laws that allow private individuals to win monetary awards from non-compliant businesses (as of 2008, these include California, Florida, Hawaii, and Illinois), "professional plaintiffs" are typically found. At least one of these plaintiffs in California has been barred by courts from filing lawsuits unless he receives prior court permission. Through the end of fiscal year 1998, 86% of the 106,988 ADA charges filed with and resolved by the Equal Employment Opportunity Commission, were either dropped or investigated and dismissed by EEOC but not without imposing opportunity costs and legal fees on employers. Case law There have been some notable cases regarding the ADA. For example, a major hotel room marketer (Hotels.com) with their business presence on the Internet was sued because their customers with disabilities could not reserve hotel rooms through their website without substantial extra efforts that persons without disabilities were not required to perform. Such lawsuits represent a major potential expansion of the ADA in that they (known as "bricks vs. clicks"), seek to expand the ADA's authority to cyberspace, where entities may not have actual physical facilities that are required to comply. Green v. State of California Green v. State of California, No. S137770 (Cal. Aug. 23, 2007) was a case in which the majority of the Supreme Court in California was faced with deciding whether the employee suing the state is required to prove they are able to perform "essential" job duties, regardless of whether or not there was "reasonable accommodation," or if the employer must prove the person suing was unable to do so. The court ruled the burden was on the employee, not the employer, and reversed a disputed decision by the courts. Plaintiff attorney David Greenberg brought forth considerations of the concept that, even in the state of California, employers do not have to employ a worker who is unable to perform "essential job functions" with "reasonable accommodation." Forcing employers to do so "would defy logic and establish a poor public