Question: Steven Anders was a waste hauler employed by Waste Management. When he arrived at work one morning, he had a disagreement with his supervisor over the route he was assigned for the day. He decided to leave work, claiming that he felt sick. Rather than going to his home, Anders went to the employer's regional office to speak to the managers there. Anders entered the office, but while waiting to speak to a manager, he began to shake, and his head and chest ached, so he went outside to get some fresh air. The managers then went outside to get Anders, but when they talked to him, Anders began to pound his fists on his car and smashed his cell phone on the ground.
Anders became short of breath, and the managers tried to escort him back into the building. Anders then attempted to attack one of the managers, but was restrained. He calmed down, but then became violent and threatened the manager again. Anders was terminated by the employer; he then filed suit under the ADA, claiming that he suffered from "panic disorder" which caused his behavior. He had previously asked for time off work under the Family and Medical Leave Act, but was denied such leave. How should the court rule on Anders' ADA claim? Explain. See Anders v. Waste Management of Wisconsin [463 F.3d 670 (7th Cir. 2006)].