Sorry, yes!
Specifically, this employee’s performance issue is that she has notified us, very spur of the moment that she will not be able to work for a few hours, because she needs to sleep. Are there things that can be done that would avoid the employee needing to take unscheduled time off to sleep which would help us to cover customer calls in a timely fashion (perhaps the ability to take a break and walk around the block, have a coffee,or take medication that might make her be more alert during the day?)
I gleaned that she was writing it up as a disciplinary issue because it was prefaced with "This employee's performance issue is" etc etc. I was originally concerned because she'd received my doctor's original recommendations and didn't acknowledge them. I also received a much later reply telling me that the ADA form was only to see if they ought to move me to another temporary assignment (same pay/hours/etc). The accommodations that she asked for on that ADA form don't mention that at all, which is another reason why I was concerned.
I think that I'm being overly worried. My manager has a history of issues with anger management and has been reactionary in the past. I think that was affecting how I looked at all of this too much.