CASE 4.1 Bring the Work to the Employee? ned by the company doctor Judy Johnson worked as a technician in a lah Her emplover was aware that she had some back problems from a prior injury. She complained to her supervisor that she had aggravated this injury at work. Johnson applied and was approved for what was then called by the company "Sickness & Accident" (S&A). This provided the employee with full pay and benefits for up to 52 weeks. Johnson left work in August 2009 and did not have a planned date of return. During her absence she tried remedies that included treatments from a chiropractor and a surgery. According to the employee, neither of these helped her pain. She remained out under S&A for the entire 52-week period. Near the end of the 52-week S&A period, Johnson informed the company that her back was not any better and that she wanted to apply for long-term disability (LTD). The company's medical department requested an evaluation by another doctor to assess whether the employee should be granted LIU. It was determined by the com that the employee could return to work with en accommodations. Subsequently the LID request was denied When asked when she would return to work with accommodations), Johnson responded that under # direction of her primary caregiver (a chiropractor) she could not travel more than 25 miles in a car to work. Johnson lived 35 miles from the lab. She proposed that the emplover accommodate her by allowing her to work from home. The company rejected this request and demanded that she return to work or be dismissed. Johnson then hired an attorney who threatened to sue the company for discrimination under the Americans with Disability Act. Is the company required to accommodate Johnson's request Is her proposed accommodation reasonable? What expus does the company have if it terminates Johnson