Keep current with all the latest VITAC, accessibility, and industry news, updates, and happenings.
ADA Round-Up: Conduent Agrees to $77K Disability Settlement, Dollar Tree Sued
Welcome to the latest edition of “ADA in the News,” featuring recent news, updates, events, and rulings regarding the Americans with Disabilities Act.
Business Services Company to Pay $77,500 to Settle Disability Discrimination Lawsuit
Conduent Business Services, LLC, a technology-based business services company, will pay $77,500 to settle a disability discrimination suit over claims that it failed to hire a qualified job applicant who is deaf.
The suit, filed by the U.S. Equal Employment Opportunity Commission (EEOC), charged that Conduent violated federal anti-discrimination law when it refused to interview and hire a qualified applicant who is deaf.
According to the complaint, the applicant applied for a position through a recruiting firm. Conduent expressed an interest in interviewing him, but then eliminated him from consideration after the recruiting firm said he would need a sign language interpreter. Such alleged conduct violates the Americans with Disabilities Act (ADA), which prohibits employers from discriminating based on disability.
In addition to paying $77,500, Conduent is required to update its reasonable accommodation policy and training on the ADA.
Dollar Tree Distribution Sued for Disability Discrimination
A lawsuit alleges that Dollar Tree Distribution violated federal law when it failed to accommodate or hire an applicant who is deaf for an entry level warehouse job.
According to the suit, a Dollar Tree supervisor deliberately conducted the interview in a manner in which the applicant could not fully understand the supervisor, even though the applicant had clearly identified himself as deaf and wore visible hearing aids. The supervisor also failed to respond to questions from the applicant about potential accommodations that would enable him to do the work. The company later notified the man that he had not been hired, even though records show that in the same month it hired many other hearing applicants.
Under the ADA, it is illegal to ignore a deaf applicant’s request for an accommodation, and to refuse to hire an applicant because of disability. The suit seeks monetary damages, training on anti-discrimination laws, posting of notices at the work site, and other injunctive relief.
Cable Company to Settle Reasonable Accommodation Suit
Oceanic Time Warner Cable LLC and Charter Communications, Inc. has agreed to pay $800,000 to settle a disability discrimination lawsuit filed by the EEOC.
According to the suit, Oceanic denied employees with disabilities reasonable accommodation as required under the ADA.
In addition to monetary relief, the company also will review and revise its ADA policies and provide regular ADA training to upper managers and human resource officials.
Charter Communications acquired Oceanic Time Warner Cable in 2016 and operates as Spectrum.
Suit Charges Medical Provider Failed to Provide Accommodations to Employees
A lawsuit claims that Scottsdale Healthcare Hospitals, doing business as HonorHealth, failed to provide reasonable accommodations to employees with disabilities.
According to the suit, employees with disabilities were repeatedly denied reasonable accommodations, including assistive devices, modified work schedules, and reassignment. Instead of providing or discussing accommodations, the medical provider forced the employees out of their jobs.
The lawsuit seeks lost wages and compensatory and punitive damages, as well as appropriate injunctive relief to prevent discriminatory practices in the future.
Benefits for All
The right to equal treatment in the workplace is protected, and requesting an accommodation can benefit everyone involved. By accommodating requests – whether it be captioned training videos, interpreters, or assistive listening devices – employers can hold on to quality workers and avoid the costs associated with hiring and training new employees. Providing accommodations also shows others that the company or educational institution recognizes the value of individual employees and students as well as the benefits of creating and sustaining an inclusive environment for all.