EEOC Sues Grady Memorial Hospital for Disability Discrimination | U.S. Equal Employment Opportunity Commission (EEOC)

Atlanta Hospital Refused to Accommodate Employee’s Disability and then Fired Her, Federal Company Fees

ATLANTA – Grady Memorial Clinic Corporation, a public medical center in Atlanta, violated federal law by failing to accommodate its employee’s incapacity and then firing her mainly because of her disability, the U.S. Equal Work Oppor­tunity Fee (EEOC) billed in a a short while ago submitted lawsuit.

According to the EEOC’s go well with, the worker asked for approximately five months of go away from operate due to a health care situation. The EEOC alleges that the personnel tried to return from leave as scheduled, nonetheless Grady refused to accept her doctor’s release, as a substitute requiring her to obtain another release from her medical professional. Grady then discharged her, allegedly for violating a get the job done rule, prior to she could return. The EEOC contends that this discharge was a pretext for incapacity discrimination.

These types of conduct violates the People in america with Disabilities Act (ADA), which needs that emp­loyers deliver fair lodging to employees with disabilities and prohibits discharging an employee for the reason that of a incapacity. The EEOC submitted fit (Civil Motion No. 1:22-CV-2059 TCB JSA) in U.S. District Court for the Northern District of Ga, Atlanta Division, immediately after very first making an attempt to get to a pre-litigation settlement through its conciliation pro­cess. The EEOC is trying to get again spend, compensatory, and punitive damages for the employee, as effectively as injunctive reduction to avert upcoming discrimina­tion.

“Grady claims to have strictly applied a get the job done rule rather of processing its employee’s ask for for depart as an lodging under the ADA,” said Marcus G. Keegan, regional legal professional for the EEOC’s Atlanta District Office. “Had Grady basically accommodated its worker as the legislation requires. she would not have been fired and this predicament would not have arisen.”

Darrell Graham, district director of the Atlanta place of work, said, “When an worker requires depart relevant to a clinical condition, it usually implicates the ADA. Grady was essential to look at its obligations underneath the ADA when making use of its do the job insurance policies but unsuccessful to do so in this case. When this occurs, the EEOC can step in to secure employees’ rights.”

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