Read the following excerpt from a US court opinion:
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has established procedures for termination that include elements such as a probationary period, warnings for proscribed conduct, or procedures for employees to air grievances. See Newberry v. Allied Stores, Inc., 108 N.M. 424, 427, 773 P.2d 1231, 1234 (1989) (upholding finding of implied contract based on employee manual, words, and conduct of parties); Kestenbaum v. Pennzoil Co., 108 N.M. 20, 24-26, 766 P.2d 280, 284-86 (1988) (affirming finding of implied contract based on words and conduct of parties), cert. denied, 490 U.S. 1109, 109 S.Ct. 3163, 104 L.Ed.2d 1026 (1989); Lukoski v. Sandia Indian Management Co., 106 N.M. 664, 667, 748 P.2d 507-510 (1988) (upholding finding of oral contract amended by employee handbook); Forrester v. Parker, 93 N.M. 781, 782, 606 P.2d 191, 192 (1980) . We have upheld findings that there was no
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What is the most suitable continuation to the opinion? Your options are:
A. holding an employee is an agent of his employer where the employer assumes the right to control time manner and method of work
B. holding that when terminating nonprobationary employee employer is bound by policies established in personnel policy guide that control the employeremployee relationship
C. holding that agency is bound by its regulations
D. holding handbook binding on employment relationship where employee had not been issued a copy but employee helped draft the guide a copy was available in the department where she worked employees could review guide on request and it was published to employees in sense of having been made generally known to them and proclaimed officially by employer
E. holding that once the employees temporarytotaldisability period has ended and the employee is determined to suffer some permanent physical disability which prevents the discharge of assigned duties for the employer the employer bears no  341 liability for then terminating the employee under  341c
Reply with [A, B, C, D, E] only.