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The Americans with Disabilities Act of 1990 (ADA) protects qualified individuals with disabilities from employment discrimination by requiring employers to provide those individuals with reasonable accommodations in the workplace.  An employer’s failure to provide reasonable accommodations to a disabled employee constitutes discrimination unless the employer can demonstrate that doing so would impose an undue hardship on his or her business.  In Williams v. Philadelphia Housing Authority Police Department, the Third Circuit Court of Appeals considered whether an employee who is “regarded as” disabled is a qualified individual entitled to reasonable accommodations the way those who are actually disabled qualify.  The court concluded that reasonable accommodations should extend to “regarded as” disabled employees pursuant to the plain language and meaning of the ADA, its legislative history, and pertinent case law. . . .