A former general manager at Benny Boyd Chevrolet-Chrysler-Dodge-Jeep in Lubbock claims he was denied partnership in the company when he developed multiple sclerosis (MS). The manager had been hired in 2010 with the promise that good performance would be rewarded with partnership in the company.
According to an EEOC complaint, the manager successfully ran the dealership for several months before he was diagnosed with MS. After that, he claims his superiors began harassing him about his condition. The complaint quotes the supervisor as saying, “What’s wrong with you? Are you a cripple?” The supervisor allegedly said, “You are on your last quarter, buddy, since you have MS.”
The general manager claims the company refused to investigate or stop the harassment. Once it became clear he would lose earnings for not being named a dealership partner, the man resigned and filed the EEOC complaint.
The EEOC’s lawsuit seeks compensatory and punitive damages and back pay, as well as injunctive relief.
Note: Disability harassment is just as illegal as sexual or racial harassment. Employers must respond to disability harassment allegations in the same way—with a prompt and professional investigation.
- Complaining about harassment of non-Employee isn't protected activity
- Before altering disabled employee's job, make sure you can justify the reason
- Worker lied about treatment? That's grounds for termination
- Firing the only member of a protected class? Better be prepared to explain why
- Stop unpleasantness from becoming harassment