The owners of the Britthaven of Henderson nursing facility has agreed to pay a former cook $50,000 to settle charges it refused to accommodate her disability.
The cook learned she had breast cancer and required surgery. She requested time off and provided the appropriate medical certification. A month after her leave began, the nursing home notified her that her request for leave was denied and that she was being fired for missing work.
She filed a complaint with the EEOC alleging the employer violated the ADA when it fired her. The EEOC sued after efforts to resolve the dispute through its conciliation process failed.
Instead of going to court, the employer elected to settle the matter. In addition paying the woman, the company must revise its ADA policy and train its managers on the law.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Cover retaliation in all supervisory training
- Be patient if worker alleges minor harassment
- Don't add insult to injury: Be careful what you say about litigious employees
- When manager recommends firing subordinate, investigate to make sure bias isn't a factor