Task: Wrong Candidate Generation
Input (English): discuss, U S West’s own policies offer various kinds of disability leave, both paid and unpaid. “Under the ADA, prohibited discrimination includes failure to make ‘reasonable accommodations to the known physical or mental limitations of an otherwise qualified individual with a disability.’” Lowe v. Angelo’s Italian Foods, Inc., 87 F.3d 1170, 1174 (10th Cir.1996) (quoting 42 U.S.C. § 12112(b)(5)(A)). An allowance of time for medical care or treatment may constitute a reasonable accommodation. Hudson v. MCI Telecommunications Corp., 87 F.3d 1167, 1169 (10th Cir.1996). However, an indefinite unpaid leave is not a reasonable accommodation where the plaintiff fails to present evidence of the expected duration of her impairment. Id.; see also Myers v. Hose, 50 F.3d 278, 283 (4th Cir.1995) (<HOLDING>). The Hudson court noted that “[e]xamples of 
 Holding statements: (A) holding that a person must request a reasonable accommodation before he has been terminated he cannot wait until he is terminated and then months later  request reinstatement and demand a reasonable accommodation (B) holding that the disabled individual bears the initial burden of proposing an accommodation and showing that that accommodation is objectively reasonable and that the defendant was entitled to prevail because the plaintiffs proposed accommodation of remaining on unpaid medical leave until another customer service or receptionist position opened up was not a reasonable accommodation under the ada (C) holding that reasonable accommodation does not require the employer to wait indefinitely for the plaintiffs medical conditions to be corrected (D) holding that the employer must offer a medical leave of absence in order to satisfy the requirement of providing a reasonable accommodation (E) holding that an employer is not liable where it takes reasonable steps to provide an accommodation and the employee is responsible for a breakdown in the process of identifying a reasonable accommodation
Output (English): holding that an employer is not liable where it takes reasonable steps to provide an accommodation and the employee is responsible for a breakdown in the process of identifying a reasonable accommodation