In Holly v. Clairson Industries, plaintiff, a paraplegic employee who was terminated for excessive tardiness, brought suit against his former employer, alleging that the company failed to reasonably accommodate his disability in violation of the ADA and state disability laws. The employer had previously informally accommodated plaintiff's habitual tardiness, which was primarily due to his disability. However, under the employer's newly-implemented strict punctuality policy, plaintiff was terminated after being late 18 times. The Eleventh Circuit Court of Appeal found that, although the company asserted that strict punctuality was important to the job, there was no evidence that plaintiff needed to work with others to complete his work, that his tardiness ever caused production to slow down, caused any other detriment to the company, or that he ever failed to complete his work on time. This case is a stark reminder that employers should carefully consider whether they have a duty to accommodate an employee's tardies and whether punctuality is truly an essential function of an employee's job.