Employee’s medical condition might be a real safety concern–can we terminate?

Q: “We recently hired a new employee, who on the first day of orientation publicly announced that she had a seizure disorder. We operate a facility that works with vulnerable adults, and the employee would have direct contact and be required to drive. What, if any, options do we have with regard to discharging the employee because of the incredible risk potential for the client's safety, without discriminating; or figuring out accommodations (the employee has not asked for any to date) for continued employment?” – Martin, Minnesota