In the largest settlement in the history of the Equal Employment Opportunities Commission (EEOC), Verizon Communications has agreed to settle a class-action disability discrimination lawsuit. The lawsuit, EEOC v. Verizon Del. LLC, challenges the company’s attendance policies, asserting that the company violated the Americans with Disabilities Act (ADA) by maintaining attendance policies that did not adequately accommodate disabled employees.
Under the ADA, employers are required to take reasonable actions to accommodate qualified individuals with disabilities. This can be a simple step such as changing your start time or changing your workspace. If the employer fails to take such action, you may have a claim for disability discrimination. Speaking directly to an experienced Georgia employees’ rights attorney can provide you with counsel on the best solution to your problem.
Here, Verizon maintained a disciplinary policy that included progressively serious consequences for absences – including absences due to an employee's disability. By settling the lawsuit, Verizon does not admit liability or the validity of the allegations. However, Verizon acknowledges the importance of working together with employees to determine the nature of their disabilities and whether accommodations should be made. In a statement, Verizon noted, “Hopefully this nationwide decree will further public awareness of the importance of engaging in an interactive process to determine whether a disabled employee must be accommodated under the ADA.”
If you suffer from any medical, physiological, or psychiatric condition that substantially limits a major life activity, your employer may be able to make reasonable accommodation for that condition. In addition to the ADA, your case may involve other federal or state laws, such as the Family and Medical Leave Act. If you have questions or believe you are being discriminated against, contact the dedicated Atlanta worker's rights lawyers at once at Buckley Beal LLP, LLC for a confidential case evaluation.