Angel Medical Center in Franklin faces an EEOC lawsuit for allegedly terminating a nurse who asked for an accommodation that would allow her to keep her job while she received chemotherapy treatment.
The nurse had been diagnosed with cancer and took a leave of absence for treatment. When she returned to work, she still had five more chemotherapy sessions to attend. She requested a modified schedule that would allow her to complete the treatments and still stay on the job.
The EEOC alleges that Angel Medical Center, a full-service critical-access hospital, refused and fired the nurse instead. The EEOC lawsuit seeks back pay, compensatory and punitive damages and injunctive relief.
Note: It’s surprising how many ADA lawsuits involve health care providers. Employers in every field must provide ADA training to managers and supervisors.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Study insurance policies for legally hazardous exclusions
- Don't Ignore—or Make Light of—Harassment Complaints
- Feel free to reassign employees if it's justified—you won't be liable for retaliation
- Can we cut our legal risk by offering unconditional reinstatement?