According to the EEOC, Pittsburgh-based Lifecare Hospital showed a remarkable lack of compassion when it fired business manager Diana Altieri-Hand, who had cancer at the time.
When Altieri-Hand was diagnosed, she requested reasonable accommodations so she could undergo chemotherapy treatment. The hospital agreed and she returned to a light-duty assignment.
But then a hospital finance director decided she had to return to a schedule that exceeded her medical restrictions. According to her EEOC complaint, Altieri-Hand’s workload was increased, her assistant was transferred and she was subject to additional scrutiny. Eventually she was fired for .
The EEOC attempted to conciliate the problem, but the hospital refused to settle. Saner heads prevailed once hospital officials contemplated the prospect of a hospital justifying to a jury why it mistreated a cancer patient.
The hospital will pay $100,000 and train its supervisors about the ADA.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- 4.2% employee Social Security rate extended through February 2012
- How noncompete agreements can legally protect your interests
- 2, 4, 6, 8! Who does California appreciate? Cheerleaders!
- Smaller raise can count as 'adverse action' that triggers lawsuit