re: Business owners or HR managers: question regarding FMLA/ADA

You are handling it right. Listen to your attorney and follow what they say to the letter about the accommodations. If they aren't reasonable, you need to document why based on the essential functions of the job. We had an employee who requested reduced work hours (but full-time) pay because of her anxiety. That was not reasonable and it was denied. She eventually left, but filed a complaint with the EEOC. Fortunately, it didn't go anywhere.