I was terminated for "dishonesty" surrounding the use of benefits provided by my employer. I was dishonest out of fear because I felt I would have to disclose an embarrassing medical condition for which I had a fully authorized FMLA and is covered by the ADA. Following an investigation period I took responsibility for my actions, in doing so I disclosed my condition in an attempt to demonstrate how that impacted my decision making at that point in time. I was then terminated for being dishonest during a company investigation. Does having the FMLA and its usage constitute "reasonable accommodation" or qualify as disclosure as outlined in the ADA?