Each month, the Equal Employment Opportunity Commission (EEOC) files lawsuits and settles cases covering the federal laws they are responsible for enforcing. These federal laws include:
Below is a list of lawsuits and settlements by the EEOC in from May 1 to May 15, 2024.
EEOC Lawsuits
EEOC Sues Reliable Maintenance Solutions for Disability Discrimination
Disability discrimination
Americans with Disabilities Act (ADA)
The EEOC alleges that Reliable Maintenance Solutions, Inc., discriminated against an applicant who was an amputee who applied for dump truck operator position. The employee had experience operating dump trucks and successfully completed safety training. However, a client informed the Reliable they were uncomfortable with an amputee working as a dump truck operator; thus, Reliable did not hire the employee.
EEOC Sues Lubin Logistics for Disability Discrimination
Disability discrimination
Americans with Disabilities Act (ADA)
The EEOC alleged Lubin Logistics Company discriminated against an employee who had lupus when they fired him. The employee, a package delivery driver, had a rare lupus flare-up when exposed to unhealthy temperatures when working and received permission to return to the terminal before the end of his shift. Before his next shift, a supervisor told him could no longer work for the company even though the employee had told the supervisor he could perform his duties or work as a package loader.
EEOC Settlements
Chipotle to Pay $50,000 in EEOC Sexual Harassment Case
Sex discrimination; Sexual harassment
Title VII of the Civil Rights Act of 1964
The EEOC entered into a settlement agreement with Chipolte Services, LLC, who had been accused of having a male restaurant manager who sexually harassed a female employee daily. The alleged harassment included unwanted sexual advances, sexual comments and sexually offensive conduct, including sexual contact. Additionally, the company failed to investigate the employee’s complaint about the manager’s behavior and failed to take steps to stop the sexual harassment.
Tractor Supply Company to Pay $75,000 to Settle EEOC Disability Discrimination and Retaliation Lawsuit
Disability discrimination; Retaliation
Title VII of the Civil Rights Act of 1964
The EEOC entered into a settlement agreement with Tractor Supply Company who was alleged of discriminating and retaliating against an employee who had HIV. The company was alleged of disclosing the employee’s confidential medical information, subjecting her to a hostile work environment, and terminating her because of her disability and as retaliation for complaining.
NorVal Electric to Pay $50,000 in EEOC Sexual Harassment and Retaliation Lawsuit
Sex discrimination; Sexual harassment; Retaliation
Title VII of the Civil Rights Act of 1964
The EEOC entered into a settlement agreement with NorVal Electric who was accused of having an office manager who sexually harassment an employee he supervised. The office manager was accused of unwelcome sexual comments and physical touching. The employee accused the office manager of threating her when she sought to report his conduct, and NorVal refused to allow the employee to complain to anyone else in the company other than the office manager.
Maximum Security to Pay $22,500 to Settle EEOC Age and Disability Discrimination Lawsuit
Age discrimination; Disability discrimination
Americans with Disabilities Act (ADA); the Age Discrimination in Employment Act (ADEA)
The EEOC entered into a settlement agreement with Maximum Security NYC, Inc., who was accused of discriminating against an employee because of his age and disability. The 57-year-old employee suffered a heart attack and subsequently returned to work. However, after returning, it was alleged that his supervisor told him that he should retire because of his heart attack and age. Then, the supervisor terminated the employee because of his age and perceived disability.
The Modern Group and Dragon Rig Sales to Pay $35,000 in EEOC Disability Discrimination Lawsuit
Disability discrimination
Americans with Disabilities Act (ADA)
The EEOC entered into a settlement agreement with Modern Group, Ltd. who was accused of discriminating against an applicant because his disability. The company had made a job offer to the applicant, who took medication for anxiety and Opioid Use Disorder (OUD), however, rescinded the offer without further contact with the applicant based on statements about the applicant’s medication by a medical review offer. They did not determine whether the applicant could perform the essential function of the job with or without the medication or other reasonable accommodations.
