The Third Circuit affirmed the District Court’s grant of summary judgment in favor of West Penn Allegheny Health System Inc., dismissing Cheryl Hileman’s claims for disability discrimination, failure to accommodate, retaliation, and wrongful termination under the Americans with Disabilities Act (ADA), the Pennsylvania Human Relations Act (PHRA), and the Family and Medical Leave Act (FMLA). The court held that an employer has no duty to provide a reasonable accommodation or medical leave unless the employee first notifies the employer of the disability and clearly communicates a request for such assistance. Because Hileman did not disclose her diabetes or request an accommodation until she was confronted about sleeping on the job, and never explicitly asked for leave or accommodation, the employer had no notice of a need to accommodate. Furthermore, the court ruled that even if a request were deemed made, the ADA does not excuse violations of neutral workplace policies, such as sleeping on duty, unless the employer’s stated reason for termination is pretextual, which Hileman failed to prove. Additionally, the court addressed procedural misconduct by Hileman’s counsel, Joshua P. Ward, who submitted a motion to supplement the record containing misquotations and relied on non-attorney summaries of cases. Citing Ward’s prior history of sanctions for similar conduct, the court ordered him to personally reimburse West Penn $14,636.50 in attorney’s fees incurred to respond to the improper motion, noting that he could not recoup these costs from his client. The practical consequence is that Hileman’s employment discrimination claims are permanently dismissed, and her counsel bears the financial penalty for the procedural violation.