The ADA requires a "reasonable accommodation," which is a change in policy or procedure (i.e. how a job is done) or the provision of some assistive device, which is not too expensive or disruptive for the employer. Not being at work, however, is *not* considered a reasonable accommodation, since--1) It is disruptive to have an absent employee and have to hold a position or him/her; and 2) The whole purpose of a reasonable accommodation is to allow the employee to *do* the job--but being out means you're not doing it anyway.Because being absent from work is not a reasonable accommodation, that is why they had to pass the FMLA--to allow leave not guaranteed by the ADA. The ADA will not help in this situation.