Cash Depot Settles Disability Discrimination Lawsuit: A Lesson in ADA Compliance

Cash Depot, a prominent independent ATM service provider based in Green Bay, Wisconsin, has recently settled a disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC). The company has agreed to pay $55,000 in monetary relief and take additional steps to address the allegations.

The lawsuit stemmed from an incident where Cash Depot allegedly failed to accommodate a field service technician who suffered a stroke and was subsequently hospitalized. The EEOC claimed that despite the company's assurance to hold the employee's position until a specified date, Cash Depot posted the job and hired another technician to replace him during his medical leave. Upon the employee's return with a restriction, he was terminated because the company couldn't accommodate his restriction.

As per the EEOC, this conduct violates the Americans with Disabilities Act (ADA), which prohibits discrimination against individuals based on their actual, perceived, or recorded disability. The EEOC filed the lawsuit in 2020, and after legal proceedings, the Fifth Circuit Court of Appeals reversed the district court's summary judgment, leading to a settlement.

In addition to the $55,000 settlement, Cash Depot has entered into a three-year consent decree. This decree mandates the company to revise its anti-discrimination policies and job descriptions, distributing them to all employees. Furthermore, Cash Depot must provide specialized training to its managers and human resources personnel on ADA's prohibition against disability discrimination, retaliation, and reasonable accommodation requirements. A general ADA requirements notice will also be posted at all company locations.