EEOC Sues Walmart for Disability Discrimination and Retaliation

U.S. Equal Employment Opportunity Commission (EEOC)
Contact

U.S. Equal Employment Opportunity Commission (EEOC)

Hope Mills Store Refused to Allow Employee with Hand-Wrist Condition to Work and Then Fired Her Because of Her Disability, Federal Agency Charges

RALEIGH, N.C. – Wal-Mart Stores East, LP violated federal law when it failed to provide a reasonable accommodation to an employee and then fired her after she made an internal ethics complaint of disability discrimination, the U.S. Equal Employment Opportunity Commission (EEOC) alleged in a lawsuit filed today.

According to the EEOC’s lawsuit, in April 2019 an employee working for Walmart’s Hope Mills, North Carolina store as a warehouse unloader experienced the onset of severe pain due to a neuro­logical disability that affected her right hand and wrist. Her supervisor told her to apply for medical leave through the company’s third-party administrator to avoid accruing points under the attendance policy. The employee applied for intermittent leave as a reasonable accommodation for her disability but the accommodation was denied.

Walmart then told the employee that she could not return to work unless she could provide a medical release saying that she could work without any restrictions, which was not possible due to the employee’s disability. Frustrated by Walmart’s continued refusal to allow her to return to work, the employee made a report to the company’s Global Ethics Office in late June 2019. The company fired her nine days later.

Such conduct violates the Americans with Disabilities Act (ADA), which protects individuals with disabilities from workplace discrimination and requires that employers provide reasonable accom­modations for disabilities. Retaliating against an employee for complaining about discrimination also violates federal law. The EEOC filed suit in the U.S. District Court, Eastern District of North Carolina (Equal Employment Opportunity Commission v. Wal-Mart Stores East, LP, Civil Action No.: 5:22-cv-00252) after first attempting to reach a pre-litigation settlement through its voluntary concili­ation process.

The EEOC seeks monetary relief for the employee, including back pay, and com­pensatory and punitive damages. The EEOC also seeks injunctive relief against the company to end any ongoing discrimination and to prevent such unlawful conduct in the future.

“Individuals with disabilities have a right to work,” said Melinda C. Dugas, regional attorney for the EEOC's Charlotte District. “Employer policies requiring employees to show that they are 100% healed or can otherwise work without any restrictions before returning from medical leave violates public policy and runs afoul of the ADA. Additionally, the statute prohibits employers from retaliating against employees who seek an accommodation for a disability.”

The EEOC’s Charlotte District is charged with enforcing federal employment anti-discrimination laws in North Carolina, South Carolina, and Virginia.

The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov.

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

© U.S. Equal Employment Opportunity Commission (EEOC) | Attorney Advertising

Written by:

U.S. Equal Employment Opportunity Commission (EEOC)
Contact
more
less

U.S. Equal Employment Opportunity Commission (EEOC) on:

Reporters on Deadline

"My best business intelligence, in one easy email…"

Your first step to building a free, personalized, morning email brief covering pertinent authors and topics on JD Supra:
*By using the service, you signify your acceptance of JD Supra's Privacy Policy.
Custom Email Digest
- hide
- hide

This website uses cookies to improve user experience, track anonymous site usage, store authorization tokens and permit sharing on social media networks. By continuing to browse this website you accept the use of cookies. Click here to read more about how we use cookies.