The EEOC has sued Hamilton-based Personal Touch Home Care, claiming it violated the ADA by failing to accommodate employee Pamula Calfee, who suffered from renal failure, chronic obstructive pulmonary disease and asthma.
The EEOC says Personal Touch fired Calfee even though she could still perform her job’s essential functions.
The EEOC’s suit in federal court seeks back pay and compensatory and punitive damages for Calfee. It also asks the court to issue an injunction prohibiting further disability discrimination, and requiring the company to train managers and supervisors on disability discrimination.
Advice: Tread carefully if one of your employees is disabled. Always remember to evaluate the employee’s current health condition, not what you think the condition may be like in the future. If the employee can perform the job’s essential functions with or without reasonable accommodation, she’s protected by the ADA.
- Make sure your noncompete agreements comply with all Texas requirements
- Choose one when suing: bias or wrongful termination
- Revise your overly complex employee review methods
- Discrimination, retaliation alert: Beware bending promotion rules case-by-case
- Can the union demand we pay for employees' personal protective equipment?