Title I of the Americans with Disabilities Act (ADA) was passed by Congress in 1990in an effort to provide employees protection against work-place discrimination in hiring, discipline, promotion, and termination, based on, or related to, their medical condition. Not all employers are subject to the ADA requirements, and not employees are covered by the ADA. Likewise, not all medical conditions are the proper subjects of protection – the actual condition, its degree of permanency, and its effects on the day-to-day activities of the employee ought to be analyzed with close scrutiny, in order to provide clear guideline for the employer. Similarly, not all requests for accommodation by employees are reasonable and need to be analyzed on a case by case basis in order to see if they can be accommodated. Our extensive experience in evaluating the factual circumstances of such cases has proven to be extremely valuable for our clients in crafting their workplace policies, as well as defending against claims brought by employees before the EEOC and in Court.