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Comprehensive and Detailed Explanation:

Workplace resistance to accommodation is a common barrier in disability management. In such situations, the CDMS professional must act as an educator and facilitator rather than disengaging or escalating prematurely.

The best next step is to educate the employer about functional limitations, legal accommodation responsibilities, and the benefits of modified duty programs. This includes explaining how early return-to-work reduces long-term disability costs, improves recovery outcomes, and maintains workforce productivity.

Option A is inappropriate because disengaging leaves the issue unresolved and can prolong disability. Option C is not aligned with rehabilitation principles and prematurely ends employment. Option D removes essential communication channels necessary for resolution.

CDMS professionals often bridge gaps between medical recommendations and workplace realities. Many employers may resist accommodations due to misunderstanding or operational concerns, which can often be resolved through structured dialogue and evidence-based education.

Therefore, option B reflects a proactive and professional intervention strategy that aligns with disability management principles and supports sustainable return-to-work outcomes.