This question comes up most often in employment. An individual with alcoholism is considered to have an ADA disability if the alcoholism substantially limits a major life activity. Common reasonable accommodations under the ADA include leave for rehabilitation or a modified work schedule for ongoing treatment. However, someone with alcoholism who has poor work performance or violates the code of conduct policy (e.g., they show up late or are under the influence of alcohol at work) can be held to the same performance and conduct standards as people without disabilities. To learn more about ‘who is protected’ under the ADA, visit the ADA Employment web course. It is a free and available 24/7.