When is more 'ADA leave' unreasonable?

In some cases, the ADA says you must offer time off to disabled employees as a reasonable accommodation. But take note: You don't have to grant leave if it won't help the employee return to work on a regular basis, when her presence is essential.

Recent case: Rosetta, who made collection calls for a bank, wasn't eligible yet for FMLA leave. The bank did give her periodic leave as a part of an ADA accommodation for medical ailments. But after receiving yet another doctor's note asking for an extension of the ADA leave, the employer terminated Rosetta. She sued, alleging ADA wrongful termination.

The bank...