With no explanation, chose the best option from "A", "B", "C" or "D". An employer is not obligated to “bump” another employee in order to create a vacancy for the disabled employee. See id. And the employer does not have to create a new position for the disabled employee. See id. The plaintiff bears the burden of showing that a vacant position exists and that the plaintiff is qualified' for that position. See Stewart v. Happy Herman’s Cheshire Bridge, Inc., 117 F.3d 1278, 1286 (11th Cir.1997); Mengine v. Runyon, 114 F.3d 415, 419 (3d Cir.1997); Miller v. Department of Corrections of the State of Illinois, 916 F.Supp. 863, 870 (C.D.Ill.1996), aff'd, 107 F.3d 483 (7th Cir.1997). Here McCreary needed to show that a vacant position in quality control was available at the time LOF fired him. See Weiler v. Household Fin. Corp., 101 F.3d 519, 524 (7th Cir.1996) (<HOLDING>). He has not done so. McCreary has not put

A: holding that where the law is unsettled at the time of trial but settled by the time of appeal the plainness of the error should be judged by the law at the time of appeal
B: holding that an employer in an employment discrimination case may not justify its conduct based on evidence that did not motivate it at the time of the employment decision
C: holding that the relevant time is the time of the employment decision
D: holding that the relevant time of inquiry is the date of the filing of the complaint
C.