VISUALLY IMPAIRED WOMAN FIRED UPON DISCLOSING DISABILITY
A Maryland operator of multiple medical clinics, All Day Medical Care Clinic, LLC, is alleged to have discriminated against an employee who suffered from a visual impairment and purportedly fired her after she requested “reasonable accommodations.”
Apparently, All Day wasn’t pleased that the individual hadn’t disclosed her needs during the interview process, and immediately terminated her. Her request to remain employed, and to install and pay for the accommodations (herself), went ignored.
Believing that such conduct violated the Americans with Disabilities Act (ADA), the U.S. Equal Employment Opportunity Commission (EEOC) filed suit in U.S. District Court for the District of Maryland (EEOC v. All Day Medical Care Clinic, LLC, Civil Action No. 1-24-cv-01477-JRR, seeking monetary damages and injunctive relief.
In a written statement, Debra Lawrence, regional attorney for the EEOC’s Philadelphia District Office noted that, “Under the ADA, job applicants do not need to reveal their disabilities before being hired …. When an employer penalizes an employee for not raising issues of disability and reasonable accommodation during the job interview, it is requiring the employee to reveal information the employee legally does not have to divulge. An employer must engage in the interactive process when an employee raises issues of reasonable accommodation.”
Think they care now?
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