Sometime this year, a U.S. District Court in Detroit will dive back into the weeds to decide whether a particular job at Ford Motor Corporation could be done adequately by an employee working four days a week from home. That’s the task it was given by the U.S. Court of Appeals for the Sixth Circuit, which covers Kentucky, Michigan, Ohio, and Tennessee. This court overruled a trial court’s initial rejection of a discrimination suit filed by the U.S. Equal Employment Opportunity Commission (EEOC). The EEOC is the federal agency charged with enforcing the Americans with Disabilities Act. What constitutes a reasonable accommodation without placing an undue burden on the employer? The answer is constantly evolving as the EEOC explores new theories and fact patterns. (EEOC v. Ford, No. 12-2484).