Employee A is in a leadership role and has medically diagnosed ADD/ADHD. Employee A works well, performs job functions, etc.

Recently there have been complaints about Employee A regarding their “bluntness” when addressing issues at work. Other employees feel he is being too rude or curt with them when addressing performance issues. Employee A doesn’t feel like they’re being rude or curt but rather direct and to the point. Employee hasn’t threatened or demeaned anyone although there were a few claims where employees said they “felt” demeaned. Employee A feels that they’re only saying that because they’re upset at being called out for performance issues. Employee A was going to be coached/possibly written up about this but claimed that since we know they are medically diagnosed with ADD/ADHD that we are discriminating against him because bluntness is a symptom of ADD/ADHD. Employee A is currently not medicated because of the nationwide Adderall shortage. Is employee A correct about this being discrimination over being a protected class? Or are they wrong about this? The issue for the write up would be the bluntness in their approach to talking to employees. Thanks in advance!

Edit: I keep getting downvoted and just want to be clear that I don’t want to write up the employee in question. That directive is coming from my DM and my responses are basically the responses I got from them. Im trying to see how I can mitigate the situation without negatively impacting Employee A since from what I’ve seen they aren’t guilty of what they’re being accused of.