EEOC Disability Discrimination Lawsuits

The Equal Employment Opportunity Commission (”EEOC”) is the federal agency which enforces federal laws prohibiting employment discrimination.  Title I of the Americans With Disabilities Act requires that employers provide reasonable accommodations to employees with disabilities unless it would cause undue hardship to the employer.  In a June 24, 2009 EEOC Press Release, the federal agency announced that attorneys sued a national retail giant alleging that the company violated federal law by firing an employee because of his disability.  See, http://www.eeoc.gov/press/6-24-09.html .  According to this EEOC Press Release, EEOC attorneys charge that a store greeter with a debilitating back impairment used a cane to assist him in walking and standing.  Even though he was successfully performing his duties as a greeter, the disability bias lawsuit claims he was fired for using his cane.  An EEOC attorney was quoted in the Press Release as saying that “This lawsuit is a reminder that, although we have made great strides in educating employers and the public about disability discrimination, some employers still judge applicants and employees based on a disability rather than on their proven ability to do a job.”  In a separate June 25, 2009 EEOC Press Release, the federal agency announced filing of another disability bias lawsuit.  According to the June 25th Press Release, a Chicago-area beverage distribution company allegedly violated federal law by refusing to reasonably accommodate the needs of an employee who needed medical leave by firing her because of her disability.  See, http://www.eeoc.gov/press/6-25-09.html .  During Fiscal Year 2008, disability discrimination charge filings with the EEOC nationwide rose to 19,453 - and increase of 10% from the prior fiscal year and the highest level in 14 years. 

Whether workplace disability bias occurs in Bay City, Freeport, Port Lavaca or elsewhere, victims of disability or medical leave discrimination may contact the EEOC and an attorney or lawyer to determine if a disability discrimination lawsuit may ultimately be appropriate under the particular facts and circumstances of the potential disability bias claim.