The EEOC recently issued guidance addressing use of opioids (e.g., heroin, codeine, morphine, oxycodone, hydrocodone, etc.) and protections that may be available under the Americans with Disabilities Act (ADA). The guidance ultimately is similar to prior precedent regarding employees with alcohol addiction issues: employees cannot be discriminated against based on their status as an addict (current or former) and may be entitled to certain reasonable accommodations as a result. Additionally, employees who are using opioids legally may be entitled to reasonable accommodations regarding such usage. However, employees may be subject to discipline and/or termination for their use of illegal drugs, including their intoxication during working hours.