An employee was diagnosed with bipolar disorder. Following a period of leave after an “emotional breakdown” at work, she informed her supervisor and co-workers of her condition and asked for their understanding as she was seeing a therapist and dealing with medication issues. However, her symptoms grew more severe. She became increasingly irritable, easily distracted, and unable to concentrate or set priorities. During this time, her current and former supervisors met to discuss her “attitude” and what they perceived as her poor job performance. The supervisors decided to place her on a performance improvement plan. She was ordered to come to a meeting about the plan, but not told the purpose. At the meeting, she became very upset, and after conveying some choice profanities, stormed out. The next day when she came to work, she began to have suicidal thoughts. The employer sent her to the hospital and provisionally approved her request for FMLA leave. However, just as her leave was set to begin, the employer also commenced an investigation. After hearing from some co-workers who expressed concerns about the woman returning to the workplace, she was terminated. The reason given for her termination was her outburst at the meeting. Did this employer violate the ADA by terminating a disabled employee under these circumstances?