Jason works as a roustabout for Worldwide Oil Company. His job involves heavy labor where he connects and disconnects pipes and moves heavy equipment and materials on the rig. Jason develops carpal tunnel syndrome which makes it harder for him to use the tools that the company has assigned to him to perform his tasks. Jason becomes discouraged because he cannot perform his job like he did before he developed carpal tunnel syndrome. Jason never complains to his supervisors about any medical condition, but the supervisors notice that Jason is not meeting expected performance standards. Worldwide subsequently discharges Jason from employment. Jason later claims that Worldwide violated the ADA by not providing him with a specialized set of tools that would allow him to do his job. Did Worldwide violate the ADA based on Dewitt v. Southwestern Bell Telephone Co., 845 F.3d 1299 (10th Cir. 2017)? Question 7 options: a) Yes, an employer would have to accommodate an employee for past conduct of poor workplace performance when the employer has no reason to know that a disability could be affecting workplace performance. b) No, an employer would not have to accommodate an employee for past conduct of poor workplace performance when the employer has no reason to know that a disability could be affecting workplace performance. c) Yes, since he is disabled. d) None of the above