the conclusion that Plautz’s firing was imminent. 2. Hostile Work Environment We borrow the standard for a hostile work environment claim under the Rehabilitation Act from the ADA. Under the ADA, a hostile work environment claim requires a plaintiff to demonstrate five elements: (1) he was disabled; (2) he was subject to unwelcome harassment; (3) the harassment was based on his disability; (4) the harassment unreasonably interfered with his work performance; and (5) defendant either knew or should have known about the harassment and failed to take corrective measures. See Blankenship v. Parke Care Ctrs., Inc., 123 F.3d 868, 872 (6th Cir.1997) (establishing the framework of proof under Title VII for sexual harassment); Crawford v. Medina Gen. Hosp., 96 F.3d 830, 834 (6th Cir.1996) (<HOLDING>). The Supreme Court has explained that for a
holding that a hostile work environment is a form of discrimination that is actionable under the statute recognizing that the elements of title vii sexually hostile work environment claims apply to icra sexually hostile work environment claims recognizing hostile work environment discrimination in ada context holding that the elements of a hostile work environment claim are the same across discrimination contexts and applying those elements specifically to the age discrimination in employment act holding age discrimination claim barred