Question: It is doubtful that Emily would be covered under ADA as per her request for a specific shift only. Because of her impairment she may be a protected-class but what difference does it make whether she works first, second or third shift? Again, there may be other extenuating circumstances behind her request to remain on first shift. The Manager should explore Emily's concerns and make sure that he or she touches base with the human resource department to be sure of the responsibilities.