We represented a computer software company in an FMLA/ADA case in which an employee claimed that his termination for absenteeism and tardiness was wrongful because some of his incidents were related to a shoulder injury. The employee argued that these incidents should have been protected under the FMLA or the ADA. The Court ruled, however, that the employee failed to provide appropriate medical documentation at the time to protect the incidents and that the Company properly held his absences against him.