A paramedic with a record of good job performance became romantically involved with a married coworker. The relationship was stormy, however, and the paramedic began to get into conflicts at work and display some behaviors on the job that concerned others. In one such incident, it was reported that she had been observed screaming at a male acquaintance over the phone at the same time as she was transporting a patient with the emergency lights and siren on. Eventually, the paramedic was told by supervisors that she needed to get “counseling” to continue working for the ambulance service. Some names were suggested, but the employer did not pay for the counseling and it was left to the employee to decide whom she wanted to see. The ambulance service also requested that she authorize the release of her counseling records, so that company human resources personnel could verify her attendance. The woman balked at paying for the counseling, refused to do so, and quit. She sued, claiming that the employer violated the ADA by requiring her to take a medical exam. What should the court decide? Why? Kroll v. White Lake Ambulance Authority, 763 F.3d 1017 (9th Cir. 2014).