"In 2012, a [U.S. district court in Michigan] acknowledged ... that employers are entitled to judge whether it is acceptable for their employees to work from home. However, the Sixth Circuit recently reversed[,] ... saying the telecommuting request of one employee may have been a request for a reasonable accommodation, thereby sending the decision back to trial for a jury to decide. [One employment attorney] says the appellate court's reversal has signaled a game-change in the way such cases will be handled in the future." [EEOC v. Ford Motor Company, No. 12-2484 (6th Cir. Apr. 22, 2014)]