April applies for a job as a paralegal at a law firm, which rejects her application because her physical disabilities would make it more difficult for her to perform some of the travel-related duties of the position. April wins her ADA discrimination case and accepts the paralegal position. Seven months later, April finds that her child care arrangements are unsatisfactory because of the frequent travel. April is often absent from designated workplace locations in order to care for her child and the quality of her work suffers. April asks for an accommodation that will allow her to work more frequently from home. The law firm denies the accommodation and terminates April from her paralegal position. Can April prevail once again in her discrimination claim? a. No, because the law firm can show that her request for an accommodation would create an undue hardship. b. Yes, because a claim can be brought on behalf of April's child that the accommodation was reasonable and did not create an undue hardship for the law firm. c. No, because the ADA does not require the law firm to accommodate her child care difficulties as it is not a disability related to performance of the job. d. Yes, because the law firm cannot show that her request for a reasonable accommodation would create an undue hardship.