1. Susan Farmer was fired from Covenant Transport, Inc. after she told her supervisor that she could not work on a certain Saturday because of obligations to her daughter. Farmer contended that the company violated the ADA because it refused to accommodate her request to have time off to attend to the meeting with the trustee ofher daughter's trust. Farmer also contended that her termination violated the Family Medical Leave Act as she claimed that the primary purpose of her missing work that day was to meet with the new trustee of her daughter's trust that was established as a result of her daughter's own injury that created her disability. Did Covenant violate the ADA and/or the FMLA in terminating Farmer? Why or Why not? 2. After four years of employment, Schierhoff, age 56, was terminated by Glaxo Smith Klein for violation of its absenteeism policy. Schierhoff had taken twelve (12) weeks of leave under the Family and Medical Leave Act in both 2018 and 2019, plus he was absent another 76 days. Also, between June 2018 and March 2020, he was absent almost forty percent (40%) of the time. Schierhoff does not dispute that he was frequently absent but claimed that he was discriminated against on the basis of his age and his disability. Schierhoff cited as evidence the statement made by his supervisor that he "was old and worn out." Did GSK discriminate against Schierhoff in violation of the ADEA and/or the ADA? Why or why not