Read the following excerpt from a US court opinion:
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reciprocal admission rules are more generous, Mr. Spencer was required to establish that he had been actively practicing for three of the previous five years preceding his application. See Idaho Bar Comm'n R. 204A(a)(2) (2010); see also supra ¶ 1 n. 1. 24 . Rule 14-705 now requires that an applicant seeking admission on motion establish that he has actively practiced law in a reciprocal jurisdiction for five of the seven years preceding his application. Sur. Ct. R. Practice 14-705(a)(7). 25 . 42 U.S.C. § 12132. 26 . Doyal v. Okla. Heart, Inc., 213 F.3d 492, 495 (10th Cir.2000) (citing Bragdon v. Abbott, 524 U.S. 624, 631, 118 S.Ct. 2196, 141 LEd.2d 540 (1998). 27 . Id. (citations omitted). 28 . See Kourianos v. Smith's Food & Drug Ctrs., Inc., 65 Fed.Appx. 238, 241 (10th Cir.2003) . 29 . 42 U.S.C. § 12189. 30 . 28 C.F.R.§
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What is the most suitable continuation to the opinion? Your options are:
A. holding that plaintiffs claim that she was disabled because her major life activity of breathing was substantially limited by her respiratory condition would provide a basis for protection under the ada
B. holding that employee who frequently missed work was not a qualified individual able to perform the essential functions of her job either with or without a reasonable accommodation as required to support disability discrimination and reasonable accommodation claims under the rehabilitation act
C. holding that ada may obligate employer to reassign disabled employee who can no longer even with reasonable accommodation perform the essential functions of her job
D. holding that the appellant failed to establish that she was entitled to an accommodation under the ada because there was nothing in the record to demonstrate that she could not perform the functions and activities of daily life or that her impairment and symptoms substantially limited her functions and activities
E. holding that employee allegedly suffering from fibromyalgia was not qualified individual and thus could not maintain ada claim challenging transfer and termination inasmuch as she was unable to perform essential functions of those positions with or without accommodation employee did not dispute supervisors evaluations documenting her performance deficiencies and provided no medical evidence that requested accommodation would have improved her performance
Reply with [A, B, C, D, E] only.