Under the ADA/504, there can be no adverse employment action resulting from a person’s choice to request accommodations or file a discrimination complaint based on a disability.
Apart from receiving requested accommodations, an employee with a disability should not be treated differently with regard to any aspect of employment. The ADA strictly prohibits disability discrimination in all areas of employment, including (but not limited to) hiring, performance improvement/conduct proceedings, termination, promotion, work-related travel, and professional development.
A person with a disability who is receiving accommodations can be terminated if they are no longer qualified for the job, or are not meeting the performance and conduct standards required of all Tulane employees. However, those employment standards must be applied equitably across the board; a person with a disability should not be held to higher standards or subject to stricter scrutiny than non-disabled peers.