contine edit: visual impairment could be construed as a long-term impediment that directly impacts a teacher's core job dutiesreading, grading, supervising students, and visually managing a classroom environmentthereby justifying contract termination under employment law.It is also important to remember that an employer's duty to accommodate is not limitless. In Clark v. Stanley Furniture Co., LLC, 566 F. Supp. 3d 527, 536-37 (W.D. Va. 2021), the court emphasized that while the interactive process is essential, employers are not required to grant accommodations that impose an undue hardship or are unreasonable in business operations. If Ms. Oswald's continued employment required long-term disability leave or reassignment beyond the core requirements of her job description, the district could argue that such accommodations were unreasonable or posed an undue hardship, exempting them from liability under the ADA.From a contractual standpoint, unless the employment agreement or internal policy explicitly granted extended terminal leave, the district may argue that it fulfilled its obligations by following HR procedures for medical incapacity. From this angle, her termination may be seen as a legally sound exercise of contractual discretion rather than a breach.Ethically, while there is room to critique the district's approach, one could argue that school systems must prioritize continuity and student success. Delays addressing incapacitated staffeven under sympathetic circums