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The employer can choose to take that risk and terminate. When considering the ADA, the law doesn't state that people with disabilities cannot be terminated. It doesn't even say that people with disabilities cannot be terminated based on their disability (for example, a pilot can be terminated for going blind). Rather, all it does is require the employer to grant reasonable accommodations to a disability that would allow the person to be able to do the job.
Now, that is what all the litigation and argument comes down to....whether or not there is a reasonable accommodation that you can be given which would allow you to work safely in your job. If the employer wants to take the position that there is not a reasonable accommodation and that there are "bona fide occupational requirements" that you can't meet, they can make that argument. You would then file a complaint with the EEOC in your state so that a federal agency can investigate the matter fully and grant you the right to sue in federal court, so that ultimately a jury will decide whether or not the employer failed to be reasonable here.
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