Most district courts have ruled that an employee’s work commute falls outside of their employer’s obligation to provide reasonable accommodations according to the ADA. However, a few courts have expanded the ADA to take a worker’s commute into consideration. For instance, in Colwell v. Rite Aid Corp (602 F.3d 495, 3rd Cir., 2010) the court ruled that the employer was obligated to accommodate a worker with vision problems, by providing her with a shift schedule that allowed her to avoid driving at night when her vision is at its poorest. The court determined that the shift schedule accommodation pertained to a workplace condition that was under the employer’s control and would affect the employee’s ability to get to work.