It's a fairly active discussion on one of the other boards I post on, and considering that it's insubordination and no show, it's not that hard to show a clean firing.
The real trick is to have sufficient discernment to be able to spot the turkeys that'll pull a stunt like this on you BEFORE you hire them.
I have mentione this before, but it bears repeating -- any and all AA laws and rules work AGAINST the "protected" class. It is much more difficult for the "offended" person to mount a legal challenge before a legal relationship is established than before.
I worked for the State of California when the ADA was passed. Word came down -- HARD -- in hallway discussions away from eyes and ears: do NOT, under ANY circumstances hire anyone with a disability -- you won't ever be able to fire them.
From what I can tell, that is still the operational edict today. If gays want that kind of protection, they will get that kind of employment.
And if they think 2% of the population staying at home will make any difference then they are, well, nuts.