Spangler was an employee in a bank’s Demand Services Department. She suffered from dysthymia, a form of depression, along with phobia and bouts of more intense depression. Over several years, she was absent from work on a relatively frequent basis. The employer discharged her after continuing absences following two periods of probation for absences from work. She was discharged a day after she had been absent because of “depression again.” Should Spangler’s condition be considered a disability? If so, what, if any, accommodations could have been made for Ms. Spangler? Does her discharge violate the ADA? [Spangler v. Federal Home Loan Bank, 278 F.3d 847 (8th Cir. 2002).]