She had the right to FMLA, a company doesn't give it. Also, FMLA can be intermittent..meaning someone can work 20 hours a week and take 20 hours of FMLA, etc.
Also, the company has to adequately prove that an accommodation isn't reasonable under ADA/ADAAA. Reasonable is moving someone to work in another location, having them work their job with restrictions, assistive devices, etc. Not reasonable is building an entire new bathroom just for them, having the company hire someone else to work with them to do lifting only, etc.