The U.S. Equal Employment Opportunity Commission (EEOC) has taken legal action against Verizon Maryland for violations of the Americans with Disabilities Act (ADA), which prohibits discrimination against employees with disabilities.

In this case, a worker was denied reasonable accommodations for hypertension. Instead, the company told him to quit his job and reapply for the position he wanted in six months.

Case background

According to the agency's press release, the worker in question, a management employee, had requested a transfer to a field position he had previously held. However, Verizon allegedly refused this request and instead informed the employee that he would need to resign and reapply for the position in six months. As a result, the worker felt compelled to resign due to medical necessity.

Under the ADA, employers are obligated to provide reasonable accommodations to employees with disabilities. These accommodations are measures that companies can take to assist individuals with disabilities in performing their job duties effectively. Such accommodations can encompass a range of actions, including adjusting working conditions, modifying schedules or reassigning employees to vacant positions. Employers must explore alternative assignments when an employee's current role is incompatible with their disability.

The EEOC initiated this lawsuit after attempting to reach a settlement with Verizon through its conciliation process. EEOC Regional Attorney Debra Lawrence noted that inviting an employee to resign and reapply for a position after six months cannot be considered a reasonable accommodation under the ADA.

Violations of the ADA may be grounds for a whistleblower claim. If your workplace has failed to accommodate your disability, a knowledgeable whistleblower attorney at Kardell Law Group can help. Reach out today to get started.