Question: Bonds tested positive for cocaine and was fired by Selig, Inc. for violating its drug-free workplace policy. Bonds then enrolled in a drug rehabilitation program and was able to end his drug abuse. He was drug-free for over two years, and reapplied to Selig to be rehired. To support his application, he provided letters from his pastor about his active church participation and from an Alcoholics Anonymous counselor about his regular attendance at meetings and his recovery. Selig refused to rehire Bonds because of its policy against rehiring employees who are terminated for workplace misconduct. Bonds claims the "no rehire" policy violates the ADA. Does it? Explain.