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D
enying a reasonable accommodation request can be risky—particularly if the employer provides little explanation or fails to meaningfully engage in the interactive process. But what’s even riskier? Terminating the employee just a few weeks
later. Cue the l
aw
suit. TL;DR: An associate general counsel at a public university alleged she was fired in retaliation for formally requesting workplace accommodations tied to physical and mental impairments. The court dismissed her ADA discrimination claim because she didn’t show she was meeting the university’s legitimate expectations at the time of her termination. But the retaliation claim? That lives on—because the timing and knowledge of her