At Rainbow Technologies in Durban, Sameera Davids, a seasoned project manager, had been managing her duties effectively until she was diagnosed with multiple sclerosis (MS). As her condition progressed, Sameera struggled to cope with the demands of her role, resulting in occasional errors and missed deadlines. Concerned about her declining health, Sameera approached her manager, Rajesh Patel, to discuss her condition and explore possible accommodations. However, due to a heavy workload and tight project schedules, Rajesh was unable to provide Sameera with the necessary support or adjustments. As Sameera's condition continued to deteriorate, she found it increasingly challenging to keep up with her responsibilities. Despite providing medical documentation and requesting alternative work arrangements, her requests were met with reluctance from management. Feeling overwhelmed and unsupported, Sameera's performance suffered, leading to her absence from work for an extended period. Upon her return, Sameera was shocked to receive a letter of dismissal from Rainbow Technologies, citing her prolonged absence and failure to meet performance targets as reasons for termination. As per the provisions outlined in the Labour Relations Act 66 of 1995 (LRA), dismissals can occur under three specific circumstances. Which of the following grounds best describes Sameera Davids' dismissal? Select one: Sameera was dismissed due to operational requirements, as the company experi