not stand for long periods of time. Sears offered to further accommodate Llanes by providing him with a stool or a wheelchair while in the store. Llanes rejected these accommodations as well. In short, Llanes refused to consider any of Sears’ proposed reasonable alternatives and, instead, insisted that he be provided with the accommodation of his choice. The ADA, however, does not give a disabled employee such a right. As previously stated, an employee cannot make his employer provide a specific accommodation if another reasonable accommodation is offered. Hankins v. The Gap, Inc., 84 F.3d 797, 800-02, (6th Cir.1996), citing Ansonia Bd. of Education v. Philbrook, 479 U.S. 60, 68-69, 107 S.Ct. 367, 371-72, 93 L.Ed.2d 305 (1986); see also Kemer v. Johnson, 900 F.Supp. 677 (S.D.N.Y.1995) (<HOLDING>), aff'd., 101 F.3d 683 (2d Cir.1996), cert.
holding that ada may obligate employer to reassign disabled employee who can no longer even with reasonable accommodation perform the essential functions of her job holding that once a reasonable accommodation is made the employer has fulfilled its obligation under the ada holding that the employer must offer a medical leave of absence in order to satisfy the requirement of providing a reasonable accommodation holding that the disabled individual bears the initial burden of proposing an accommodation and showing that that accommodation is objectively reasonable and that the defendant was entitled to prevail because the plaintiffs proposed accommodation of remaining on unpaid medical leave until another customer service or receptionist position opened up was not a reasonable accommodation under the ada holding that an employer is not liable where it takes reasonable steps to provide an accommodation and the employee is responsible for a breakdown in the process of identifying a reasonable accommodation