[T]he U.S. Court of Appeals for the Sixth Circuit decided…the U.S. Equal Employment Opportunity Commission (EEOC) had created issues sufficient for trial in its disability discrimination lawsuit against the Ford Motor Company…The EEOC sued Ford…charging that the company’s denial of Jane Harris’s request to work from home…as an accommodation…violated the [Americans with Disabilities Act], and that Ford…retaliated against her by firing her after she filed an EEOC charge…The district court…[held] that attendance at the job site was an essential function of Harris’s job, and that Harris’s disability-related absences meant that she was not a “qualified” individual under the ADA. The Sixth Circuit…reversed the lower court…[and] noted that “the law must respond to the advance of technology in the employment context...and recognize that the ‘workplace’ is anywhere that an employee can perform her job duties.”…