1) There is no right to retraining after leave. It may be a good idea, but its not required that your employer provide it. The employee must keep herself up to date, etc. 2) There is no right to work at home as an accommodation if offsite or remote work was not how your job was structured previously. A reasonable accommodation lets you do the job as it was structured and you had been doing it; it does not require turning an onsite job to an offsite job.3) If you are allowed to work at home, it's your obligation to make sure your computer system, internet connection, etc. will support that, unless your employer specifically took on that obligation or responsibility. It's like with going to work: it's your obligation to get there, and if your car is in the shop *you* have to find another way to get there--and can be disciplined if you don't. You cannot use problems with your home technology to escape discipline or sanctions.4) You may be disciplined for issues impacting your productivity. Your responsibility is to be productive; it's not your employer's to make you productive.5) "Economic hardship" does not entitle you to work remotely or not come into the office--it may be a good reason to seek other employment, but that is your cost-benefit decision. In the meantime, as long as you have this job, you have to be willing and able to come into the office.Employment is employment at will; you don't have a right to a job, and so it's your responsibilty to make the job work, not the employer's to make it work for you. If you are unproductive, do not do or accomplish what you should, etc. you may be disciplined.