We all know by now that the Americans with Disabilities Act (ADA) allows qualified employees to request “reasonable accommodations” to perform the essential functions of their jobs. Employer and employee must engage in an “informal, interactive process” to identify what is a reasonable accommodation. But, what if an employee gives you a laundry list of accommodations to consider? Do you have to go back and forth about every single one? When does the employer get to draw the line? One court recently warned employers that if the “ADA request ball” is in your court…you had better lob it back to the employee.