2. Is Attendance at the Workplace an Essential Job Function? In 1996 Diane worked in the Edmond, Oklahoma Post Office and witnessed the murder of several of her co-workers. She was diagnosed by her doctor with post-traumatic stress disorder and subsequently left her job at the Post Office because working there aggravated her symptoms. In March 2009, while working as a service coordinator at Avaya Communications, Diane became aware of an altercation between two employees where one of the individuals, Lunsford, had previously threatened to go postal. Lunsford was suspended from his job. Upon hearing of his return to work, Diane became physically ill and left work. Her current doctors confirmed that she suffered from post-traumatic stress disorder and was unable to work in an environment that she perceived to be unsafe. She eventually was placed on short-term disability leave. After being on short-term disability for two months, Diane requested that her employer either 1) relocate Lunsford, 2) allow her to work out of her home, or 3) allow her to transfer to another position in the Oklahoma City area. After further investigation by the employer, Dianes requested accommodations were denied. One year later, her request for long-term disability benefits was also denied, and Diane was subsequently discharged because she was unable to return to work. The company maintained that Dianes job required her to be physically present and that her attendance at the job site was an essential function of her job. While her job description did not specifically state that attendance at the work site was an essential function, the company claimed that her presence was required for the appropriate supervision, training and teamwork required of all coordinators, and that she requested accommodations were not reasonable