An employee of a paper mill took medical leave to have knee surgery. She was required to undergo a “physical capacity evaluation” (PCE) before being reinstated to her position. The PCE takes two days to complete and is administered by a licensed occupational therapist. The evaluation has numerous components, some of which are taking a personal medical history; recording medications used; measuring height, weight, blood pressure and pulse; assessing range of motion; measuring lifting ability and grip strength; monitoring performance on a “job simulation task” that required lifting and pouring five gallon buckets filled with 45 pounds of sand; and measuring heart rate during a treadmill test. Based on the PCE, it was determined that she was not fit to return to her former position. Since there were no other positions available for which she was qualified, the woman was terminated. Did the employer violate the ADA? Why or why not?