This question could be a bit complex because of the legal implications. Has anyone here had to site ADA as a reason why their employer should accommodate them? I've tried to use this, but my supervisor doesn't feel she needs to abide by it. First and foremost, is fibromyalgia covered under ADA? Since some people have been able to get disability because of their fibro, wouldn't it be covered under ADA? When I refer to accommodations, I am not talking about handicapped parking, wheelchair ramps, and wheelchair access to bathrooms because these things are a given. I am talking about things like telecommuting because of the fatigue and using ergonomically designed chairs to alleviate pain and discomfort. If your employer refused to accommodate you, what did you do? If your employer did accommodate you, how did you get them to do so?