The Seventh Circuit held that the District Court could properly have found that defendant's disorder was not qualified disability under ADA as impairment that substantially limited any of plaintiff's major life activities. Further, the plaintiff had failed to establish that he had engaged in any protected conduct to establish a retaliation claim as he had not sought accommodation nor filed EEOC charge prior to his termination. Finally, the employee's new evidence about his medical condition submitted to Seventh Circuit was untimely.