New Castle-based pipe fitting manufacturer EZEFLOW USA has agreed to pay $65,000 to settle a disability discrimination suit filed by a former marine who had requested six weeks of unpaid leave to treat seizures resulting from his service in Iraq and Afghanistan.
Because the man was a probationary employee, EZEFLOW refused his accommodation request and terminated him.
He filed a complaint with the EEOC. Its investigation revealed the company had a policy of providing 26 weeks of unpaid leave to all employees regardless of probationary status.
In addition to the money, the company agreed to a 28-month consent decree requiring it to revise its accommodation policy to include probationary employees and train its managers and supervisors about employee rights under the ADA.
Note: Employers must explore reasonable accommodation options with all employees who meet the ADA’s definition of disability, regardless of their tenure.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Check severity of harassment allegations when facing hostile environment claim
- Promoting staff into management? Train on anti-retaliation laws
- Ohio disability law doesn't cover temporary injuries
- Reduction in force? Make sure severance packages are equitable for similar employees