With no explanation, chose the best option from "A", "B", "C" or "D". we next ask whether the City offered a nondiscriminatory reason for his termination and, if so, whether Adair has showed that the City’s non-retaliatory reason is pretext. As previously discussed, the City has offered ample evidence that Adair was physically unable to perform his duties as a firefighter given his lifting restrictions. Indeed, his own doctors concluded that he could not perform the duties of a firefighter. Adair’s inability to perform a firefighter’s duties constitutes a legitimate, non-retaliatory reason for his termination. See Buckner, 760 P.2d at 806-07 (offering “the employee’s inability to perform the assigned duties” as an example of a non-retaliatory reason for discharge); Keddington v. City of Bartlesville, 42 P.3d 293, 298 (Okla. Civ. App. 2001) (<HOLDING>). Thus, the City satisfied its burden. At this

A: holding that an employer who has determined that the employee had not been under a disability can discipline that employee for subsequent unexcused absences and not violate section 510
B: 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
C: holding that the debtors knowing act of failing to obtain workers compensation insurance so that the employer owed an employee a debt after the employee suffered a workplace injury was not the sort of willful and malicious injury required for nondischargeability under  523a6 because it cannot not be said that the employer intended for the employee to suffer a fall or that there was an unbroken chain of events leading from the employers intentional act to the employees physical injury
D: holding that an employee whose disability is related to his ability to perform the duties of his position is not disabled under the act and therefore an employer has no duty to accommodate
B.