Employer’s Unlawful Inquiry and Termination of Employee Violated the ADA, Federal Agency Says
According to the EEOC news bulletin dated 4/1/2020, a management services organization that provides support to eye care providers, subjected an employee to an unlawful medical inquiry and then fired him because it perceived him to be disabled.
Such alleged conduct violates the Americans with Disabilities Act (ADA), which protects employees from improper medical inquiries and from discrimination based on actual or perceived disabilities. The EEOC filed suit (EEOC v. Blue Sky Vision, LLC. Case No. 1:20-cv-00285) in U.S. District Court for the Western District of Michigan after first attempting to reach a pre-litigation settlement through its conciliation process. The EEOC seeks back pay, compensatory damages and punitive damages, as well as injunctive relief.
Disability Discrimination Notes
Employer Coverage – 15 or more employees
- Non-Federal Employees have 180 days to file a charge (may be extended by state laws)
- Federal employees have 45 days to contact an EEO counselor.