Mollywisk,

Even if you don't qualify for leave under FMLA you could under ADA as leave is generally considered a reasonable accommodation. The ADA doesn't require that you be at your job a certain amount of time.

BipolarNurse,
I don't know what your situation was, but it can be difficult navigating the rules at work and also how ADA and FMLA apply. As an HR professional, I can tell you that it isn't straight forward. You're right, the employer doesn't aways have to make an accommodation or the accommodation that you want. The employee has to be able to do the "essential functions" of the job with or without accommodations that are "reasonable."

I'd be happy to answer any HR-related questions.