SHRM — the organization that certifies HR professionals and advises employers on ADA compliance — is headed to trial on disability discrimination and failure to accommodate claims after rescinding a job offer when a candidate with Type 1 Diabetes requested to bring her trained service dog to the office. The case is a masterclass in what not to do: no undue hardship analysis, no interactive process, shifting legal rationales, and a litigation argument that implicitly suggests being conscious and alert aren't essential job functions. Here's what every employer should take from it.