Plaintiff Peter Wessner suffered from paranoid schizophrenia, but hesitated to tell his employer about this for nearly ten years. It was significantly controlled by drugs, but on several occasions he became agitated and acted unprofessional when confronted by a supervisor. He had requested an accommodation to take "heightened" or "elevated" conversations outside of the normal workplace to HR offices, but the Court found this to be a vague and ambiguous accommodation request. Therefore, his termination for violation of the employer's code of ethics policies and appropriate conduct in the workplace policy was upheld as legal. As to the ADA claim, the Court determined that it does not insulate emotional or violent outbursts. It is not a license for insubordination at the workplace. Here the employer's termination was based on a good faith belief that Wessner had engaged in intimidating, aggressive behavior. Wessner v. U.S. Bancorp (Minn. D.C. 2011).