1. Terri Kallail, a Type I insulin-dependent diabetic, worked at an Alliant Energy distribution dispatch center, where she monitored the distribution of electricity, gas, and steam throughout a service area and handled outages and other emergency situations. Coordinators worked in teams of two on nine-week schedules that rotate between 8 and 12-hour shifts, and between day and night shifts, a requirement included in her job description. In 2004, she experienced increased difficulties managing her diabetes while working the rotating shifts and her physician recommended that she work only day shifts. Alliant denied the request, stating that rotating shifts are an essential function of the coordinator position, and offered to permit her to apply for one of three vacant, noncoordinator positions with a straight day shift. Kallail initially considered accepting this offer, but then rejected it after discovering that one position required walking, which she was unable to do, one paid less than her current position, and one would have required her to relocate or to commute a significant distance to work. After taking FMLA leave for surgery in 2005, Kallail was given a temporary light duty assignment. When this expired, Kallail's doctor again recommended that she be permanently limited to day shifts. Although Alliant offered her a number of other dayshift positions, the jobs offered lower pay or required qualifications for which Kallail was not suited, and she refused them. Instead, she began to receive disability benefits, and subsequently filed a complaint with the EEOC and then a lawsuit. Evaluate Alliant's liability under the ADA with regard to three factors: essential functions; reasonable accommodations; and the duty to engage in an interactive process.