Alcoholism is a disability covered by the ADA. Assume a bartender was caught drinking on the job. Assume further that the bartender had disclosed he was a recovering alcoholic at the time of his hiring. As an HR manager what specific steps would you take to determine and document whether this employee could in fact be fired for violating your company’s strict policy against drinking on the job or if the employee, as a member of a protected class, is protected by the ADA?