Besides avoiding unlawful harassment, the Americans with Disabilities Act (ADA) requires employers to provide a “reasonable accommodation” when an employee has a workplace problem related to a disability.
This includes being flexible with where and under what conditions an employee works.
For example, a teacher with Seasonal Affective Disorder may be entitled to a classroom with windows (see Right to Sunlight). Similar rules apply to employees with claustrophobia (see ADA Close Calls), hearing impairments (see Loud Music Bias), or severe allergies (see Allergic Accommodation).
Likewise, if an employee can’t come into the office but can work at home, letting them “telecommute” may or may not be a reasonable accommodation (compare Accommodating Homework and “Home Office” Not Reasonable).