Akron-based Goodyear Tire & Rubber faces charges of disability discrimination at a plant in North Carolina after it terminated a woman because she suffers from a menstrual bleeding disorder, menorrhagia.
Alisha Adams revealed her condition when she applied for a tire builder position at the plant. Goodyear required her to obtain clearances from two physicians. She did so and Goodyear hired her.
When Adams started work, she told her supervisor about her illness. Her boss immediately began to express doubts about her ability to perform the job. Despite the medical clearance, the supervisor terminated her after only three weeks on the job.
An EEOC complaint alleges that Adams’ firing was triggered by the “unfounded belief that Adams was substantially limited in remaining conscious and working.”
Note: Employers should not play doctor. Leave medical diagnoses to the professionals.
- Stamp out harassing behavior across the company
- Dodge bogus retaliation suits by tracking exact date of every discrimination claim
- Equal enforcement keeps juries from wondering about bias
- Disability services provider settles ... an ADA suit?
- No need to establish absolute proof before terminating alleged harasser