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I’ll give you an example.
Suppose one of your supervisors has worked full-time (at least 40-hour weeks) on the evening shift for many years. Then, they are diagnosed with a disability and take FMLA leave. When the FMLA expired, they requested (and the company approved) a temporary accommodation allowing them to work part-time and partly from home for several months, even though the company did not employ any other part-time employees. The company even extended the accommodation upon request a few times but eventually denied the request and terminated their employment.
Suppose the employee claims that the company
