Employment law issues seem to be monopolizing the headlines of late and this past week was no exception, but one could call the series even in light of two decisions at the federal level. On the one hand, the federal court upheld the termination of an employee for violating the company’s no-call/no show policy. The employee, a boiler utility operator, had taken a FMLA (Family Medical Leave Act) leave to deal with alcoholism shortly before being terminated for violating the policy. The court ruled that the termination was valid and due to violating the attendance policy – not because of his alcoholism disability. The court said that reliable attendance at scheduled shifts was an essential function for a boiler utility operator. On the flip side of the employment law coin, the EEOC (Equal Employment Opportunity Commission) initiated legal action against a California company alleging the firm violated the Americans with Disabilities Act by engaging in systemic discrimination against applicants and employees with perceived or real disabilities. In the suit, the EEOC claims that the company violated the law by offering some individuals jobs on the condition that they pass a medical examination, but that it also discharged or revoked job offers when it learned of or received records showing prior medical conditions or current medical restrictions.