Question: Zenor worked as a pharmacist at El Paso Medical Center. Her job requires that she work with restricted narcotics, sedatives, pain relievers, and other prescription medications. Zenor had developed an addiction to cocaine, and on the night of August 15, after injecting herself with cocaine, she suffered a mild seizure and was unable to report for work the next morning. She called the pharmacy manager and told him she was unable to work because of a "drug reaction." When asked what drug was involved, she admitted that it was cocaine. The manager reminded her of the employer's drugfree policy and advised her to check into a rehabilitation program. Zenor made arrangements to enroll on a residential ninety-day rehabilitation program. She notified the manager of her participation in the rehabilitation program, and the manager promised to arrange a medical leave to cover the time in the rehabilitation program. After Zenor completed half of the rehabilitation program, her manager informed her that her employment would be terminated at the end of the rehabilitation program. Is Zenor protected under the ADA? Has her employer violated the ADA? Explain.