August 2024 saw a wave of significant legal actions and settlements highlighting the ongoing challenges individuals face with workplace discrimination, particularly related to disabilities. From high-profile corporations like Wells Fargo, AT&T, and Buffalo Wild Wings to smaller entities like Pilot Air Freight and Innovative Services Northwest, these cases underscore the widespread nature of these issues across industries. This roundup dives into key lawsuits filed or settled during the month, exploring the allegations, outcomes, and broader implications for workplace equity. Whether involving accommodations, wrongful termination, or toxic work environments, these stories offer a sobering look at the progress still needed to ensure fair treatment for all employees.
The EEOC has filed a lawsuit against VibraLife of Katy, LLC, alleging the rehabilitation and assisted living facility violated the Americans with Disabilities Act (ADA) by denying an employee with a sleep disorder a reasonable accommodation and subsequently firing her. The employee, hired for a night-shift position, requested her schedule align with the original job posting after being assigned additional hours. Instead of accommodating her, VibraLife demoted and terminated her.
The lawsuit seeks back pay, compensatory damages, and punitive damages for the employee, as well as injunctive relief to prevent future violations. The EEOC emphasizes its steadfast commitment to upholding the ADA and protecting employees from disability-based discrimination and retaliation.
Innovative Services Northwest (ISNW), a nonprofit providing social services, will pay $136,500 and implement significant policy changes to settle an EEOC lawsuit alleging disability discrimination. The EEOC claimed ISNW violated the ADA by refusing to accommodate an employee with a hip impairment who sought job modifications after medical treatment. Instead, the organization placed her on unpaid leave, demanded a 100% medical release, and eventually terminated her.
Under a three-year consent decree, ISNW will revise its policies, train employees and managers on ADA compliance, and report annually to the EEOC on disability-related complaints and accommodations. This settlement emphasizes the obligation of employers, including nonprofits, to engage in case-by-case dialogues and provide reasonable accommodations to employees with disabilities.
The EEOC has filed a lawsuit against Alto Ingredients, Inc., accusing the company of violating the Americans with Disabilities Act (ADA) by terminating an electrician due to his disability. The electrician, a U.S. Navy veteran with a back injury, passed a pre-hire physical and excelled in his role, earning praise for his technical skills. Despite this, Alto fired him based on coworkers' subjective concerns about his ability to climb stairs and ladders, without any objective medical evidence or an individualized assessment of his safety risks.
Such actions violate the ADA, which requires employers to base safety concerns on current medical knowledge or objective evidence and to consider reasonable accommodations to mitigate risks. The EEOC's lawsuit, filed in the Central District of Illinois (Case No. 1:24-cv-01269-JES-JEH), seeks monetary relief, including back pay, compensatory damages, and punitive damages, as well as injunctive relief to prevent future discrimination.
“An employer may not fire an employee based on unverified, subjective concerns about a disability,” said Greg Gochanour, regional attorney for the EEOC’s Chicago District Office. The EEOC remains committed to enforcing the ADA and ensuring that employees are judged on their performance, not assumptions about disabilities.
The EEOC has filed a lawsuit against Champion Media, LLC, alleging the North Carolina-based publisher violated the Americans with Disabilities Act (ADA) by refusing to hire a qualified deaf applicant and denying her a reasonable accommodation. The applicant, who was selected for an in-person interview after a successful phone screening using a video relay service, requested a sign language interpreter for the interview. Instead, Champion Media canceled the interview and did not hire her.
This conduct violates the ADA, which prohibits disability-based hiring discrimination and requires employers to provide reasonable accommodations unless an undue hardship is proven. The lawsuit, filed in the Eastern District of North Carolina (Case No. 7:24-cv-00707), seeks to hold the company accountable and enforce federal anti-discrimination laws.
“Disability discrimination is illegal,” said Melinda C. Dugas, regional attorney for the EEOC’s Charlotte District Office. The EEOC is committed to ensuring employers follow the law and provide equal opportunities to individuals with disabilities.
The EEOC has filed a lawsuit against BWW Resources, LLC, the owner of Buffalo Wild Wings, alleging the company violated Title VII of the Civil Rights Act of 1964 by refusing to hire a server candidate due to her religious beliefs. The applicant, who adheres to Pentecostal practices and wears long skirts in public, was rejected for a server position at the Douglasville, Georgia location. Despite the restaurant hiring five servers within two months, the general manager explicitly stated they would not hire her because her attire was "unusual" for a sports bar.
The lawsuit, filed in the Northern District of Georgia (Case No. 1:24-CV-03581 AT CCB), seeks back pay, compensatory damages, and punitive damages, along with injunctive relief to prevent future discrimination.
“Federal law prohibits rejecting employees based on their religious practices if accommodations do not impose undue hardship,” said Marcus G. Keegan, regional attorney for the EEOC’s Atlanta District Office. The EEOC is committed to protecting individuals’ rights to religious expression in the workplace.
Pilot Air Freight, LLC has agreed to pay $400,000 and implement corrective measures to settle a disability discrimination lawsuit filed by the EEOC. The case stemmed from an incident in which Thomas Hunt informed his manager that he needed leave to attend a medical appointment. Shortly after, Hunt was terminated under the pretext of a reduction in force, despite new hires and promotions filling similar roles both before and after his termination.
This action violated the Americans with Disabilities Act (ADA), which prohibits discrimination based on known or perceived disabilities. The lawsuit, filed in the Northern District of Georgia (Case No. 1:21-CV-03936-MLB-LTW), was resolved with a one-year consent decree. As part of the settlement, Pilot will pay $400,000 in damages to Hunt, train its employees on ADA compliance, maintain anti-discrimination policies, post notices for employees, and allow the EEOC to monitor complaints of disability discrimination.
“Employees with disabilities should be supported—not cast aside,” said Marcus G. Keegan, regional attorney for the EEOC’s Atlanta District Office. The decree demonstrates the EEOC’s commitment to ensuring that all employees are treated equally and fairly under the law.
The EEOC has filed a lawsuit against ABM Industries, alleging the company violated the Americans with Disabilities Act (ADA) by failing to accommodate an employee’s disability and subsequently terminating her. The employee, who had a disability-related medical condition, requested a reasonable accommodation to modify her work schedule. Despite her request, ABM did not provide the accommodation and fired her.
The lawsuit, filed in the U.S. District Court, seeks monetary relief and injunctive measures to prevent future violations of the ADA.
“Employers must provide reasonable accommodations to employees with disabilities, as long as doing so does not create undue hardship,” said the EEOC’s representative.
Pompey L. Hicks III has filed a federal lawsuit against AT&T for violating the Americans with Disabilities Act (ADA) and Illinois Human Rights Act. Hicks, a Premises Technician since 2012, suffered from severe ankle pain that hindered his ability to perform essential job duties. Despite requesting accommodations, AT&T allegedly denied support and subjected him to discriminatory treatment.
After being restricted from work in October 2021, AT&T delayed his disability paperwork for 40 days and denied his short-term disability benefits. Hicks was later denied reasonable accommodations to return to work. The lawsuit, filed on August 5, 2024, seeks $150,000 in punitive damages per count and reimbursement for litigation costs under Case ID: 1:24-cv-06851.
Richard Becker, a 66-year-old former salesman at Lenovo, is suing the company for $1.5 million, claiming he was wrongfully fired due to his disability. Becker suffers from a chronic bladder condition, which he had informed his employer about prior to the incident. In February 2023, during a work trip, Becker, overwhelmed by his condition, had to urinate in a hotel vestibule at the Westin New York in Times Square after struggling to make it back to his room. Although he tried to do so discreetly, a Lenovo vice president witnessed the incident and reported it, leading to Becker’s termination four days later, without severance or an opportunity to explain.
Becker claims the termination violated his rights under the law, as his condition had no impact on his job performance or Lenovo's business. He asserts that the company had been aware of his medical issues since his 2016 diagnosis and even made light of his frequent bathroom breaks. Becker had excelled at Lenovo, winning awards and 200% business growth since being hired in 2022. The lawsuit alleges discrimination based on his disability, especially given that other, more severe behavior by colleagues was not met with the same consequences.
The suit seeks $1.5 million in damages for disability discrimination and emotional distress.
Cecilia Lara has filed a lawsuit against Epicurean Group, claiming disability discrimination and wrongful termination. The complaint, filed on August 15, 2024, in the Superior Court of California, details how Lara, a food preparer at Dominican University since 2017, was diagnosed with a hernia and tendon injury in March 2023, which required work restrictions. Despite submitting medical documentation, she alleges that the company ignored her restrictions and forced her to work in pain.
The situation worsened under a new chef, Jesus Saragosa, in June 2023, who allegedly harassed Lara about her performance and threatened to replace her. The harassment continued until late September 2023 when Lara's condition worsened after performing a task that violated her medical restrictions. After requesting help and receiving no assistance, her employment was terminated, which she believes was a direct result of her disability and need for accommodations.
Lara accuses Epicurean Group of violating multiple California employment laws, including the Fair Employment and Housing Act (FEHA), the California Family Rights Act (CFRA), and other whistleblower protections. She seeks general and compensatory damages for lost wages, emotional distress, punitive damages, and litigation costs.
The case, assigned Case ID: 24CV445235, is being overseen by Judge M. Suarez.
Jordan Nagle has filed a lawsuit against The Home Depot, alleging discrimination and wrongful termination. The complaint, filed on August 12, 2024, in the United States District Court for the Middle District of Pennsylvania, claims that The Home Depot violated ADA, PHRA, and FMLA regulations. Nagle, diagnosed with depression and anxiety disorder on September 28, 2022, requested intermittent medical leave under FMLA. However, just one day after disclosing his condition, Nagle was terminated on October 18, 2022. He alleges that nine out of ten absences used as grounds for his termination were directly related to his disability and medical leave.
Nagle claims that The Home Depot failed to engage in an interactive process for accommodations and retaliated by terminating him for exercising his FMLA rights. After termination, he received a letter from the company retroactively approving his leave, further supporting his allegations of interference with his FMLA rights.
Nagle is seeking $150,000 in back wages, front pay, bonuses, along with punitive damages, compensatory damages, and litigation costs. The case is assigned Civil Action No.: 3:24-cv-01350-JKM and is being overseen by Judge JKM.
Theatrice Lancaster has filed a lawsuit against the University of Chicago Medical Center, alleging severe disability-based discrimination, sex-based harassment, and retaliation. The lawsuit, filed on August 16, 2024, in the United States District Court for the Northern District of Illinois, claims violations under the ADA and Title VII of the Civil Rights Act of 1964.
Lancaster, who suffers from Major Depressive Disorder, alleges that the medical center failed to accommodate her disability and retaliated after she reported incidents of harassment. The ordeal began in June 2023 when a colleague made inappropriate sexual advances. Despite reporting this to her manager, LaShawn Bradley, no action was taken. Lancaster's condition worsened, and she took FMLA leave in April 2024. Upon her return, she found that her confidentiality had been breached when Bradley discussed her condition with coworkers and hinted at her termination.
Lancaster's requests for accommodations were ignored, and she was placed next to the same colleague who had harassed her. Her formal complaint to HR on July 8, 2024, revealed managerial negligence, as HR had not been informed of the harassment despite Lancaster's prior reports.
The lawsuit seeks back pay, front pay, loss of benefits, compensatory and punitive damages, along with attorneys' fees and costs. The case, 1:24-cv-07381, is overseen by Judge Amrith Kaur Aakre.
Lynette Miller has filed a lawsuit against The GIANT Company, LLC, alleging disability discrimination and retaliation. The complaint, filed on August 13, 2024, in the United States District Court for the Middle District of Pennsylvania, claims violations of disability rights.
Miller, who began as a Store Associate in March 2022, was diagnosed with Parkinson's disease in February 2023. She alleges that after informing her supervisor about her condition, her work hours were reduced from 30 hours per week to zero by May 29, 2023. Despite submitting a doctor’s note requesting accommodations, her hours were not restored. Miller claims that her attempts to resolve the issue with HR were unsuccessful, and by March 8, 2024, she resigned due to what she perceives as a hostile work environment.
Miller seeks back wages, front pay, lost benefits, compensatory and punitive damages, and attorney fees. The case, 1:24-cv-01355-JPW, is being overseen by Judge Jennifer P. Wilson.
Raymond Pokorny, a 62-year-old former security guard, has filed a lawsuit against Advanced Security Solutions, Inc. for age and disability discrimination. The complaint, filed on August 16, 2024, in the United States District Court for the Northern District of Illinois, alleges unlawful termination following his request for reasonable accommodations due to his diabetes and dialysis treatments.
Pokorny, employed from July 2022 to April 2024, claims his medical condition, which required limiting standing or walking, was disclosed to his employer early on. In March 2024, after requesting reasonable accommodations such as short breaks and reduced patrol areas, his requests were denied. On April 5, 2024, he was terminated for insubordination, despite no prior disciplinary actions.
The lawsuit alleges violations under the Age Discrimination in Employment Act (ADEA) and the Americans with Disabilities Act (ADA). Pokorny seeks back pay, front pay, compensatory and punitive damages, and attorney fees. The case, 1:24-cv-07367, is overseen by Judge Amrith Kaur Aakre.
Dawn Newell, a former Senior Admissions Advisor at Perdoceo Education Corporation (doing business as Career Education Corporation), has filed a lawsuit alleging discrimination and retaliation under the Americans with Disabilities Act (ADA). The complaint, filed on August 16, 2024, in the United States District Court for the Northern District of Illinois, claims that Newell, who was diagnosed with Multiple Sclerosis in 2023, was discriminated against and wrongfully terminated in March 2024.
Newell, who had been a top performer at her job since being hired in February 2020, informed her supervisors about her diagnosis and started attending medical appointments. Despite maintaining high work performance, Newell alleges that her employer retaliated against her for using company-provided health benefits and fired her for unsubstantiated performance issues on March 14, 2024. This termination, Newell asserts, was an act of retaliation based on her disability.
In addition to wrongful termination, the lawsuit accuses Perdoceo Education Corporation of failing to provide reasonable accommodations and subjecting Newell to harassment based on her condition. She seeks back pay, front pay, compensatory and punitive damages, loss of benefits, attorney fees, and any other relief the court deems appropriate.
The case, 1:24-cv-07372, is overseen by Judge Amrith Kaur Aakre.
Olivia Anton Altamirano, a content moderator for TikTok (owned by ByteDance Ltd.), has filed a lawsuit in the UK alleging disability discrimination and a toxic work environment that led to stress and pregnancy complications. Altamirano, who has multiple sclerosis, worked on TikTok's Badness Project, responsible for removing harmful content from the platform. She claims that the company set unrealistic targets that were difficult to meet and failed to accommodate her medical condition, which contributed to her stress and worsened her pregnancy.
Despite TikTok's denials of the allegations, with the company asserting that Altamirano was supported by her team manager and was not given unreasonable targets, the case has been allowed to proceed to the next stage by Judge Mark Emery. He noted that while the claim may not necessarily have strong prospects of success, it could not be dismissed outright.
Altamirano contends that she experienced harassment and felt "offended" and "degraded" in the toxic work environment, which led to anxiety, depression, and health complications. She is seeking compensation for the harm to her feelings and health insurance. The case, which adds to TikTok's ongoing legal challenges in both the UK and the US, is currently under review by a London employment tribunal.
The ADA requires employers to provide reasonable accommodations for employees with disabilities and prohibits discrimination. While it doesn’t mandate a formal "interactive process," this approach is encouraged. Courts favor employers who engage in genuine dialogue to explore accommodations, and a failure to do so can lead to discrimination claims.
In the Billesdon case, the court found that Wells Fargo may not have engaged in meaningful discussions about an accommodation request, leaving the issue to a jury. Wells Fargo disagreed with the decision, asserting that it provides equal opportunities for all employees.
Chad Bamat has filed a lawsuit against his former employer, Ambassador Home Improvements, Inc., doing business as Renewal by Andersen of Central PA, for disability discrimination under the Americans with Disabilities Act (ADA). Bamat, who suffers from anxiety and PTSD (including symptoms like stuttering), was hired for a Canvasser position in January 2024. During training, he was terminated after struggling with his stutter during a verbal exam, despite demonstrating necessary technical knowledge.
Bamat claims his termination was discriminatory, as he was qualified for the role and could perform the duties with or without accommodation. He filed a Charge of Discrimination with the EEOC in February 2024 and received a Notice of Right to Sue in May 2024.
Bamat seeks compensatory damages, front and back pay, punitive damages, emotional distress compensation, and attorney's fees. His case is being handled by attorneys from Weisberg Cummings P.C. in Harrisburg, Pennsylvania.
James DeSoto has filed a lawsuit against DCO Energy, LLC and DCO Operations, LLC, alleging age discrimination, disability discrimination, and a hostile work environment. DeSoto, hired as an Operating Engineer at Parx Casino in Bensalem, PA, was terminated after just two weeks on November 9, 2023. He claims that supervisors made derogatory comments about his age, disabilities, and even anti-Semitic remarks. Despite requesting reasonable accommodations for chronic leg and foot conditions, he alleges hostility from management.
The lawsuit includes violations of multiple federal laws: the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), Title VII of the Civil Rights Act of 1964, and Section 1981 of the Civil Rights Act of 1866. DeSoto seeks back pay, front pay, emotional distress compensation, punitive damages, and attorney fees. He is represented by Ari R. Karpf from Karpf, Karpf & Cerutti P.C., with the case assigned Case ID: 2:24-cv-04219.
The U.S. Equal Employment Opportunity Commission (EEOC) has filed lawsuits against several companies for failing to accommodate employees with disabilities under the Americans with Disabilities Act (ADA).
The EEOC filed suit against four entities operating The Ned NoMad hotel in Manhattan, accusing them of refusing to accommodate an employee with a knee condition. The employee requested to use a stool while at the host stand, but the hotel denied the request and terminated her.
In another case, the EEOC targeted Smith’s Detection Inc., a manufacturer of threat detection equipment, for demoting an employee who had complete hearing loss in one ear. She requested personal protective equipment (PPE) to protect her remaining hearing but was instead demoted and assigned to a quieter area.
The EEOC also filed against Holsum Bakery in Indiana for not allowing an employee to use a walker as needed for mobility, despite a doctor's recommendation. The bakery forced the employee to take leave and ultimately terminated her.
In each case, the EEOC seeks relief for the employees and aims to prevent future violations of the ADA. The lawsuits follow the EEOC’s attempts to resolve the issues through administrative conciliation. Last fiscal year, the EEOC received over 29,000 disability discrimination charges, marking a 25-year high.
The U.S. Equal Employment Opportunity Commission (EEOC) filed a lawsuit against AG Equipment Company, a compressor packaging manufacturer in Broken Arrow, Oklahoma, for violating federal law by firing 10 employees over their failure to receive a COVID-19 vaccination due to religious beliefs or medical conditions.
In the fall of 2021, AG Equipment implemented a vaccination mandate with no exceptions. Ten employees requested exemptions based on their religious beliefs or medical conditions but were denied the opportunity for accommodation discussions. The company fired these employees on October 15, 2021, alongside 77 other unvaccinated workers.
The EEOC's lawsuit charges AG Equipment with violating Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act, which protect workers from religious and disability-based discrimination. The EEOC had previously attempted to resolve the issue through conciliation but filed the suit after those efforts failed.
The lawsuit emphasizes that while employers are not required to grant every accommodation request, they are generally obligated to engage with employees and explore reasonable and safe accommodations. The EEOC stresses that employees should not have to forgo their religious beliefs to remain employed and that employers must work with employees to explore possible accommodations when requested.
In August 2024, numerous legal cases and settlements emphasized persistent workplace discrimination issues, especially concerning disabilities. High-profile corporations like Wells Fargo, AT&T, and Buffalo Wild Wings, alongside smaller entities such as VibraLife and Pilot Air Freight, faced allegations of violating the Americans with Disabilities Act (ADA) and other employment laws.
August 2024 saw a wave of significant legal actions and settlements highlighting the ongoing challenges individuals face with workplace discrimination, particularly related to disabilities. From high-profile corporations like Wells Fargo, AT&T, and Buffalo Wild Wings to smaller entities like Pilot Air Freight and Innovative Services Northwest, these cases underscore the widespread nature of these issues across industries. This roundup dives into key lawsuits filed or settled during the month, exploring the allegations, outcomes, and broader implications for workplace equity. Whether involving accommodations, wrongful termination, or toxic work environments, these stories offer a sobering look at the progress still needed to ensure fair treatment for all employees.
The EEOC has filed a lawsuit against VibraLife of Katy, LLC, alleging the rehabilitation and assisted living facility violated the Americans with Disabilities Act (ADA) by denying an employee with a sleep disorder a reasonable accommodation and subsequently firing her. The employee, hired for a night-shift position, requested her schedule align with the original job posting after being assigned additional hours. Instead of accommodating her, VibraLife demoted and terminated her.
The lawsuit seeks back pay, compensatory damages, and punitive damages for the employee, as well as injunctive relief to prevent future violations. The EEOC emphasizes its steadfast commitment to upholding the ADA and protecting employees from disability-based discrimination and retaliation.
Innovative Services Northwest (ISNW), a nonprofit providing social services, will pay $136,500 and implement significant policy changes to settle an EEOC lawsuit alleging disability discrimination. The EEOC claimed ISNW violated the ADA by refusing to accommodate an employee with a hip impairment who sought job modifications after medical treatment. Instead, the organization placed her on unpaid leave, demanded a 100% medical release, and eventually terminated her.
Under a three-year consent decree, ISNW will revise its policies, train employees and managers on ADA compliance, and report annually to the EEOC on disability-related complaints and accommodations. This settlement emphasizes the obligation of employers, including nonprofits, to engage in case-by-case dialogues and provide reasonable accommodations to employees with disabilities.
The EEOC has filed a lawsuit against Alto Ingredients, Inc., accusing the company of violating the Americans with Disabilities Act (ADA) by terminating an electrician due to his disability. The electrician, a U.S. Navy veteran with a back injury, passed a pre-hire physical and excelled in his role, earning praise for his technical skills. Despite this, Alto fired him based on coworkers' subjective concerns about his ability to climb stairs and ladders, without any objective medical evidence or an individualized assessment of his safety risks.
Such actions violate the ADA, which requires employers to base safety concerns on current medical knowledge or objective evidence and to consider reasonable accommodations to mitigate risks. The EEOC's lawsuit, filed in the Central District of Illinois (Case No. 1:24-cv-01269-JES-JEH), seeks monetary relief, including back pay, compensatory damages, and punitive damages, as well as injunctive relief to prevent future discrimination.
“An employer may not fire an employee based on unverified, subjective concerns about a disability,” said Greg Gochanour, regional attorney for the EEOC’s Chicago District Office. The EEOC remains committed to enforcing the ADA and ensuring that employees are judged on their performance, not assumptions about disabilities.
The EEOC has filed a lawsuit against Champion Media, LLC, alleging the North Carolina-based publisher violated the Americans with Disabilities Act (ADA) by refusing to hire a qualified deaf applicant and denying her a reasonable accommodation. The applicant, who was selected for an in-person interview after a successful phone screening using a video relay service, requested a sign language interpreter for the interview. Instead, Champion Media canceled the interview and did not hire her.
This conduct violates the ADA, which prohibits disability-based hiring discrimination and requires employers to provide reasonable accommodations unless an undue hardship is proven. The lawsuit, filed in the Eastern District of North Carolina (Case No. 7:24-cv-00707), seeks to hold the company accountable and enforce federal anti-discrimination laws.
“Disability discrimination is illegal,” said Melinda C. Dugas, regional attorney for the EEOC’s Charlotte District Office. The EEOC is committed to ensuring employers follow the law and provide equal opportunities to individuals with disabilities.
The EEOC has filed a lawsuit against BWW Resources, LLC, the owner of Buffalo Wild Wings, alleging the company violated Title VII of the Civil Rights Act of 1964 by refusing to hire a server candidate due to her religious beliefs. The applicant, who adheres to Pentecostal practices and wears long skirts in public, was rejected for a server position at the Douglasville, Georgia location. Despite the restaurant hiring five servers within two months, the general manager explicitly stated they would not hire her because her attire was "unusual" for a sports bar.
The lawsuit, filed in the Northern District of Georgia (Case No. 1:24-CV-03581 AT CCB), seeks back pay, compensatory damages, and punitive damages, along with injunctive relief to prevent future discrimination.
“Federal law prohibits rejecting employees based on their religious practices if accommodations do not impose undue hardship,” said Marcus G. Keegan, regional attorney for the EEOC’s Atlanta District Office. The EEOC is committed to protecting individuals’ rights to religious expression in the workplace.
Pilot Air Freight, LLC has agreed to pay $400,000 and implement corrective measures to settle a disability discrimination lawsuit filed by the EEOC. The case stemmed from an incident in which Thomas Hunt informed his manager that he needed leave to attend a medical appointment. Shortly after, Hunt was terminated under the pretext of a reduction in force, despite new hires and promotions filling similar roles both before and after his termination.
This action violated the Americans with Disabilities Act (ADA), which prohibits discrimination based on known or perceived disabilities. The lawsuit, filed in the Northern District of Georgia (Case No. 1:21-CV-03936-MLB-LTW), was resolved with a one-year consent decree. As part of the settlement, Pilot will pay $400,000 in damages to Hunt, train its employees on ADA compliance, maintain anti-discrimination policies, post notices for employees, and allow the EEOC to monitor complaints of disability discrimination.
“Employees with disabilities should be supported—not cast aside,” said Marcus G. Keegan, regional attorney for the EEOC’s Atlanta District Office. The decree demonstrates the EEOC’s commitment to ensuring that all employees are treated equally and fairly under the law.
The EEOC has filed a lawsuit against ABM Industries, alleging the company violated the Americans with Disabilities Act (ADA) by failing to accommodate an employee’s disability and subsequently terminating her. The employee, who had a disability-related medical condition, requested a reasonable accommodation to modify her work schedule. Despite her request, ABM did not provide the accommodation and fired her.
The lawsuit, filed in the U.S. District Court, seeks monetary relief and injunctive measures to prevent future violations of the ADA.
“Employers must provide reasonable accommodations to employees with disabilities, as long as doing so does not create undue hardship,” said the EEOC’s representative.
Pompey L. Hicks III has filed a federal lawsuit against AT&T for violating the Americans with Disabilities Act (ADA) and Illinois Human Rights Act. Hicks, a Premises Technician since 2012, suffered from severe ankle pain that hindered his ability to perform essential job duties. Despite requesting accommodations, AT&T allegedly denied support and subjected him to discriminatory treatment.
After being restricted from work in October 2021, AT&T delayed his disability paperwork for 40 days and denied his short-term disability benefits. Hicks was later denied reasonable accommodations to return to work. The lawsuit, filed on August 5, 2024, seeks $150,000 in punitive damages per count and reimbursement for litigation costs under Case ID: 1:24-cv-06851.
Richard Becker, a 66-year-old former salesman at Lenovo, is suing the company for $1.5 million, claiming he was wrongfully fired due to his disability. Becker suffers from a chronic bladder condition, which he had informed his employer about prior to the incident. In February 2023, during a work trip, Becker, overwhelmed by his condition, had to urinate in a hotel vestibule at the Westin New York in Times Square after struggling to make it back to his room. Although he tried to do so discreetly, a Lenovo vice president witnessed the incident and reported it, leading to Becker’s termination four days later, without severance or an opportunity to explain.
Becker claims the termination violated his rights under the law, as his condition had no impact on his job performance or Lenovo's business. He asserts that the company had been aware of his medical issues since his 2016 diagnosis and even made light of his frequent bathroom breaks. Becker had excelled at Lenovo, winning awards and 200% business growth since being hired in 2022. The lawsuit alleges discrimination based on his disability, especially given that other, more severe behavior by colleagues was not met with the same consequences.
The suit seeks $1.5 million in damages for disability discrimination and emotional distress.
Cecilia Lara has filed a lawsuit against Epicurean Group, claiming disability discrimination and wrongful termination. The complaint, filed on August 15, 2024, in the Superior Court of California, details how Lara, a food preparer at Dominican University since 2017, was diagnosed with a hernia and tendon injury in March 2023, which required work restrictions. Despite submitting medical documentation, she alleges that the company ignored her restrictions and forced her to work in pain.
The situation worsened under a new chef, Jesus Saragosa, in June 2023, who allegedly harassed Lara about her performance and threatened to replace her. The harassment continued until late September 2023 when Lara's condition worsened after performing a task that violated her medical restrictions. After requesting help and receiving no assistance, her employment was terminated, which she believes was a direct result of her disability and need for accommodations.
Lara accuses Epicurean Group of violating multiple California employment laws, including the Fair Employment and Housing Act (FEHA), the California Family Rights Act (CFRA), and other whistleblower protections. She seeks general and compensatory damages for lost wages, emotional distress, punitive damages, and litigation costs.
The case, assigned Case ID: 24CV445235, is being overseen by Judge M. Suarez.
Jordan Nagle has filed a lawsuit against The Home Depot, alleging discrimination and wrongful termination. The complaint, filed on August 12, 2024, in the United States District Court for the Middle District of Pennsylvania, claims that The Home Depot violated ADA, PHRA, and FMLA regulations. Nagle, diagnosed with depression and anxiety disorder on September 28, 2022, requested intermittent medical leave under FMLA. However, just one day after disclosing his condition, Nagle was terminated on October 18, 2022. He alleges that nine out of ten absences used as grounds for his termination were directly related to his disability and medical leave.
Nagle claims that The Home Depot failed to engage in an interactive process for accommodations and retaliated by terminating him for exercising his FMLA rights. After termination, he received a letter from the company retroactively approving his leave, further supporting his allegations of interference with his FMLA rights.
Nagle is seeking $150,000 in back wages, front pay, bonuses, along with punitive damages, compensatory damages, and litigation costs. The case is assigned Civil Action No.: 3:24-cv-01350-JKM and is being overseen by Judge JKM.
Theatrice Lancaster has filed a lawsuit against the University of Chicago Medical Center, alleging severe disability-based discrimination, sex-based harassment, and retaliation. The lawsuit, filed on August 16, 2024, in the United States District Court for the Northern District of Illinois, claims violations under the ADA and Title VII of the Civil Rights Act of 1964.
Lancaster, who suffers from Major Depressive Disorder, alleges that the medical center failed to accommodate her disability and retaliated after she reported incidents of harassment. The ordeal began in June 2023 when a colleague made inappropriate sexual advances. Despite reporting this to her manager, LaShawn Bradley, no action was taken. Lancaster's condition worsened, and she took FMLA leave in April 2024. Upon her return, she found that her confidentiality had been breached when Bradley discussed her condition with coworkers and hinted at her termination.
Lancaster's requests for accommodations were ignored, and she was placed next to the same colleague who had harassed her. Her formal complaint to HR on July 8, 2024, revealed managerial negligence, as HR had not been informed of the harassment despite Lancaster's prior reports.
The lawsuit seeks back pay, front pay, loss of benefits, compensatory and punitive damages, along with attorneys' fees and costs. The case, 1:24-cv-07381, is overseen by Judge Amrith Kaur Aakre.
Lynette Miller has filed a lawsuit against The GIANT Company, LLC, alleging disability discrimination and retaliation. The complaint, filed on August 13, 2024, in the United States District Court for the Middle District of Pennsylvania, claims violations of disability rights.
Miller, who began as a Store Associate in March 2022, was diagnosed with Parkinson's disease in February 2023. She alleges that after informing her supervisor about her condition, her work hours were reduced from 30 hours per week to zero by May 29, 2023. Despite submitting a doctor’s note requesting accommodations, her hours were not restored. Miller claims that her attempts to resolve the issue with HR were unsuccessful, and by March 8, 2024, she resigned due to what she perceives as a hostile work environment.
Miller seeks back wages, front pay, lost benefits, compensatory and punitive damages, and attorney fees. The case, 1:24-cv-01355-JPW, is being overseen by Judge Jennifer P. Wilson.
Raymond Pokorny, a 62-year-old former security guard, has filed a lawsuit against Advanced Security Solutions, Inc. for age and disability discrimination. The complaint, filed on August 16, 2024, in the United States District Court for the Northern District of Illinois, alleges unlawful termination following his request for reasonable accommodations due to his diabetes and dialysis treatments.
Pokorny, employed from July 2022 to April 2024, claims his medical condition, which required limiting standing or walking, was disclosed to his employer early on. In March 2024, after requesting reasonable accommodations such as short breaks and reduced patrol areas, his requests were denied. On April 5, 2024, he was terminated for insubordination, despite no prior disciplinary actions.
The lawsuit alleges violations under the Age Discrimination in Employment Act (ADEA) and the Americans with Disabilities Act (ADA). Pokorny seeks back pay, front pay, compensatory and punitive damages, and attorney fees. The case, 1:24-cv-07367, is overseen by Judge Amrith Kaur Aakre.
Dawn Newell, a former Senior Admissions Advisor at Perdoceo Education Corporation (doing business as Career Education Corporation), has filed a lawsuit alleging discrimination and retaliation under the Americans with Disabilities Act (ADA). The complaint, filed on August 16, 2024, in the United States District Court for the Northern District of Illinois, claims that Newell, who was diagnosed with Multiple Sclerosis in 2023, was discriminated against and wrongfully terminated in March 2024.
Newell, who had been a top performer at her job since being hired in February 2020, informed her supervisors about her diagnosis and started attending medical appointments. Despite maintaining high work performance, Newell alleges that her employer retaliated against her for using company-provided health benefits and fired her for unsubstantiated performance issues on March 14, 2024. This termination, Newell asserts, was an act of retaliation based on her disability.
In addition to wrongful termination, the lawsuit accuses Perdoceo Education Corporation of failing to provide reasonable accommodations and subjecting Newell to harassment based on her condition. She seeks back pay, front pay, compensatory and punitive damages, loss of benefits, attorney fees, and any other relief the court deems appropriate.
The case, 1:24-cv-07372, is overseen by Judge Amrith Kaur Aakre.
Olivia Anton Altamirano, a content moderator for TikTok (owned by ByteDance Ltd.), has filed a lawsuit in the UK alleging disability discrimination and a toxic work environment that led to stress and pregnancy complications. Altamirano, who has multiple sclerosis, worked on TikTok's Badness Project, responsible for removing harmful content from the platform. She claims that the company set unrealistic targets that were difficult to meet and failed to accommodate her medical condition, which contributed to her stress and worsened her pregnancy.
Despite TikTok's denials of the allegations, with the company asserting that Altamirano was supported by her team manager and was not given unreasonable targets, the case has been allowed to proceed to the next stage by Judge Mark Emery. He noted that while the claim may not necessarily have strong prospects of success, it could not be dismissed outright.
Altamirano contends that she experienced harassment and felt "offended" and "degraded" in the toxic work environment, which led to anxiety, depression, and health complications. She is seeking compensation for the harm to her feelings and health insurance. The case, which adds to TikTok's ongoing legal challenges in both the UK and the US, is currently under review by a London employment tribunal.
The ADA requires employers to provide reasonable accommodations for employees with disabilities and prohibits discrimination. While it doesn’t mandate a formal "interactive process," this approach is encouraged. Courts favor employers who engage in genuine dialogue to explore accommodations, and a failure to do so can lead to discrimination claims.
In the Billesdon case, the court found that Wells Fargo may not have engaged in meaningful discussions about an accommodation request, leaving the issue to a jury. Wells Fargo disagreed with the decision, asserting that it provides equal opportunities for all employees.
Chad Bamat has filed a lawsuit against his former employer, Ambassador Home Improvements, Inc., doing business as Renewal by Andersen of Central PA, for disability discrimination under the Americans with Disabilities Act (ADA). Bamat, who suffers from anxiety and PTSD (including symptoms like stuttering), was hired for a Canvasser position in January 2024. During training, he was terminated after struggling with his stutter during a verbal exam, despite demonstrating necessary technical knowledge.
Bamat claims his termination was discriminatory, as he was qualified for the role and could perform the duties with or without accommodation. He filed a Charge of Discrimination with the EEOC in February 2024 and received a Notice of Right to Sue in May 2024.
Bamat seeks compensatory damages, front and back pay, punitive damages, emotional distress compensation, and attorney's fees. His case is being handled by attorneys from Weisberg Cummings P.C. in Harrisburg, Pennsylvania.
James DeSoto has filed a lawsuit against DCO Energy, LLC and DCO Operations, LLC, alleging age discrimination, disability discrimination, and a hostile work environment. DeSoto, hired as an Operating Engineer at Parx Casino in Bensalem, PA, was terminated after just two weeks on November 9, 2023. He claims that supervisors made derogatory comments about his age, disabilities, and even anti-Semitic remarks. Despite requesting reasonable accommodations for chronic leg and foot conditions, he alleges hostility from management.
The lawsuit includes violations of multiple federal laws: the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), Title VII of the Civil Rights Act of 1964, and Section 1981 of the Civil Rights Act of 1866. DeSoto seeks back pay, front pay, emotional distress compensation, punitive damages, and attorney fees. He is represented by Ari R. Karpf from Karpf, Karpf & Cerutti P.C., with the case assigned Case ID: 2:24-cv-04219.
The U.S. Equal Employment Opportunity Commission (EEOC) has filed lawsuits against several companies for failing to accommodate employees with disabilities under the Americans with Disabilities Act (ADA).
The EEOC filed suit against four entities operating The Ned NoMad hotel in Manhattan, accusing them of refusing to accommodate an employee with a knee condition. The employee requested to use a stool while at the host stand, but the hotel denied the request and terminated her.
In another case, the EEOC targeted Smith’s Detection Inc., a manufacturer of threat detection equipment, for demoting an employee who had complete hearing loss in one ear. She requested personal protective equipment (PPE) to protect her remaining hearing but was instead demoted and assigned to a quieter area.
The EEOC also filed against Holsum Bakery in Indiana for not allowing an employee to use a walker as needed for mobility, despite a doctor's recommendation. The bakery forced the employee to take leave and ultimately terminated her.
In each case, the EEOC seeks relief for the employees and aims to prevent future violations of the ADA. The lawsuits follow the EEOC’s attempts to resolve the issues through administrative conciliation. Last fiscal year, the EEOC received over 29,000 disability discrimination charges, marking a 25-year high.
The U.S. Equal Employment Opportunity Commission (EEOC) filed a lawsuit against AG Equipment Company, a compressor packaging manufacturer in Broken Arrow, Oklahoma, for violating federal law by firing 10 employees over their failure to receive a COVID-19 vaccination due to religious beliefs or medical conditions.
In the fall of 2021, AG Equipment implemented a vaccination mandate with no exceptions. Ten employees requested exemptions based on their religious beliefs or medical conditions but were denied the opportunity for accommodation discussions. The company fired these employees on October 15, 2021, alongside 77 other unvaccinated workers.
The EEOC's lawsuit charges AG Equipment with violating Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act, which protect workers from religious and disability-based discrimination. The EEOC had previously attempted to resolve the issue through conciliation but filed the suit after those efforts failed.
The lawsuit emphasizes that while employers are not required to grant every accommodation request, they are generally obligated to engage with employees and explore reasonable and safe accommodations. The EEOC stresses that employees should not have to forgo their religious beliefs to remain employed and that employers must work with employees to explore possible accommodations when requested.
