Read the following excerpt from a US court opinion:
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reasonable to require an employer to have two people doing one person’s job in the name of accommodation. Assistance is one thing, but performing a significant portion of the essential functions of another person’s job is another thing altogether.” Hershey v. Praxair, Inc., 969 F.Supp. 429, 435 (S.D.Tex.1997) (Kent, J.). Moreover, the ADA does not require an employer to eliminate or reallocate essential functions of a position in order to provide accommodation. See Bradley v. University of Texas M.D. Anderson Cancer Center, 3 F.3d 922, 925 (5th Cir.1993) (citing Southeastern Community College v. Davis, 442 U.S. 397, 407-08, 99 S.Ct. 2361, 2367-68, 60 L.Ed.2d 980 (1979)); see also 29 C.F.R. § 1630.2(o) (1995). “Such redefinition exceeds reasonable accommodation.” Bradley, 3 F.3d at 925 . Furthermore, Plaintiff presents no evidence,
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What is the most suitable continuation to the opinion? Your options are:
A. holding that an employer did not regard the employee as disabled because it called the employee back from disability leave to work on a special project
B. holding an employee is an agent of his employer where the employer assumes the right to control time manner and method of work
C. holding that when an employer takes steps to accommodate an employees restrictions it is not thereby conceding that the employee is disabled under the ada or that it regards the employee as disabled
D. holding that the ada does not require an employer to hire an assistant to help a disabled employee fulfill his work responsibilities
E. holding that an employer did not regard the plaintiff as disabled
Reply with [A, B, C, D, E] only.