This article features quotes from attorneys who have been involved in EEOC Employment Discrimination cases, both past and ongoing in 2024. They emphasize the critical role of clear communication about job requirements and an individual’s capacity to meet these requirements, with or without accommodations.
As you explore these perspectives and related cases, think about the potential impact of having a detailed job description that clearly outlines the critical physical demands of the essential job functions. Imagine how this could influence decisions—revealing whether a candidate is unsuitable, if accommodations are unfeasible, or demonstrating that with the right adjustments, a valuable employee could join the team.
2024 EEOC Case List
Click on any title in the Table of Contents to quickly find details on EEOC Employment Discrimination cases from 2024. You will see an attorney’s quote and links to more information on each case on the EEOC website.
01/25/2024 – EEOC v. 299 Madison Ave. LLC d/b/a Library Hotel
“When receiving a request for accommodation, employers should first assess whether the request is reasonable and can be accomplished without disrupting business operations, as opposed to whether a request is contrary to a rigid universal application of a company policy. This approach may better inform decision makers so that they may engage in a good-faith interactive process with the employee and do not run afoul of the ADA.”
EEOC Trial Attorney Andres F. Puerta
02/08/2024 – McLane Co. v. EEOC
“The law requires an even playing field to ensure that applicants with disabilities have the same job opportunities as all other candidates for open positions; but, as the jury found, that plainly did not happen here.”
EEOC Trial Attorney Andres F. Puerta
“The jury clearly understood that what McLane did here was wrong — Deaf applicants, and all applicants with disabilities, deserve a fair chance to get jobs to enable them to support themselves and their families.”
Caitlin Brown, an EEOC trial attorney who also litigated the case.
02/15/2024 EEOC v. Covenant Woods Senior Living, LLC and BrightSpace Senior Living, LLC
“The right to decide a retirement age lies with an employee, not their employer. Moreover, an employer may not use an actual or perceived disability as license to deem an employee unqualified for their position. The EEOC is committed to enforcing the ADEA and the ADA to protect the rights of aggrieved employees.”
Darrell Graham, district director of the Atlanta office.
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