Suppose an employee claims her organization illegally discriminated against someone on the basis of disability—and then the employee is fired. If the employee planned on suing, surely the employer would find out well in advance, because first the employee would have complained to the EEOC, right? Not necessarily.
Recent case: Vocational school employee Constance Bennett urged administrators to provide reasonable accommodations for a blind student. The school refused and dismissed the student from the program. When Bennett protested, she was fired.
Bennett went directly to federal court, bypassing the EEOC. The school complained, but the court said Bennett could sue directly without warning because the section of the ADA that covers discrimination against the disabled in training and education has no EEOC filing requirement. (Bennett v. Board of Education, No. 08-CV-663, SD OH, 2010)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Noose incident leads to citation at Frontier Airlines
- OSHA to require electronic (and public) reporting of injuries
- State moves closer to mandatory nurse/patient ratios
- Your rules can protect against retaliation—make sure managers follow them