1. give her same work load.
2. when she complains, tell her she's not legally disabled, so you expect her as a regular worker.
3. if she hints or implies she's disabled, then you can say "apply for disability insurance", "show me the doctor's note" etc. see #5 how to work with a disabled worker.
4. otherwise, continue giver her regular work load and expect her to finish. If she cannot, you can give her bad performance review, warning period, etc... before firing her for bad performance.
5. You probably need to consult a HR consultant instead of a lawyer. HR consultant knows the employment law, as well as best practices in this kind of situation, such as performance review, performance improvement plan etc steps before termination.
