Read the following excerpt from a US court opinion:
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the employee and such as to render the employee unfit for his or her position, thus making dismissal justifiable and for the good of the service.” Perry v. State Civil Serv. Comm’n, 38 A.3d 942, 951 (Pa.Cmwlth.2011) (citations omitted) (quoting Pa. Bd. of Prob. & Parole v. State Civil Serv. Comm’n, 4 A.3d 1106, 1112 (Pa.Cmwlth.2010)). Here, the Chancellor ultimately found that the University suspended and subsequently discharged Fisler as a result of his poor job performance over an extended period of time following repeated warnings relating to his poor job performance. Continuing and regular poor job performance in the face of repeated warnings certainly meets the requirements for a just cause termination. See, e.g., Wei v. State Civil Serv. Comm’n, 961 A.2d 254, 259 (Pa.Cmwlth.2008) , appeal denied, 601 Pa. 705, 973 A.2d 1008
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What is the most suitable continuation to the opinion? Your options are:
A. holding that an employee could not be bound to an arbitration agreement that had been mailed to him by his employer acceptance of which was indicated by employees continued tenure with the company where there was no evidence in the record that the employee had received read or understood the document
B. holding that an employees injury while on college grounds to report for first day of work before he reached either the administration building where he was to complete payroll forms or the athletic field house where he was to do the work was an injury suffered in the course of the employment
C. holding that employees insubordination and continued unsatisfactory work performance provided just cause for employees removal where employee failed to complete or make progress on the project given to him even though he was capable of doing such project was offered help on the project was relieved of certain duties in order to complete the project and had been reprimanded for not having completed the project
D. holding that a note delivered by an employees mother which stated that the employee was having a lot of pain in her side and would not be able to work that day and the mothers statement that the employee was sick were insufficient as a matter of law to inform the employer that the employees request to take time off was for a serious health condition within the meaning of the fmla
E. holding that employees performance was unsatisfactory in part because he was tardy on a regular basis
Reply with [A, B, C, D, E] only.