An employer should run FMLA leave and other leave/accommodation entitlements concurrently. Assuming the employee’s condition qualifies as a serious health condition under the FMLA, FMLA leave should be applied (assuming the employee qualifies, and the employer is an FMLA-covered employer). To the extent that the employee needs a non-leave accommodation or additional leave after FMLA leave has exhausted, the employer should engage in an interactive process with the employee to determine whether a reasonable accommodation under the ADA can be provided.