Eagle Marine Services Settles EEOC Disability Discrimination Lawsuit for $45,000

Background:

NEW ORLEANS – Eagle Marine Services Electrical and Refrigeration, LLC, a marine services company based in Berwick, Louisiana, has agreed to pay $45,000 to settle a disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC). The settlement resolves allegations that the company unlawfully refused to hire or accommodate a job applicant due to his prescribed medication.

Allegations:

The EEOC’s lawsuit alleges that Eagle Marine Services withdrew a job offer from a candidate after a company-ordered medical examination revealed that the candidate had attention deficit hyperactivity disorder (ADHD) and was taking Adderall as prescribed medication. The company did not conduct an individual assessment to determine if the medication would affect the candidate's ability to perform the job duties safely.

Further, the EEOC claimed that the company’s decision was based on the candidate’s disability and use of medication without considering reasonable accommodations. This action was alleged to violate the Americans with Disabilities Act (ADA), which prohibits discrimination based on disability and requires employers to provide reasonable accommodations.

Settlement:

The EEOC filed suit in the U.S. District Court for the Eastern District of Louisiana (Civil Action No. 3:22-cv-00676). Under the terms of the court-approved three-year consent decree, Eagle Marine Services will pay the former applicant $45,000 in back pay and damages. Additionally, the company has agreed to conduct training on ADA compliance, revise its policies, provide regular reports to the EEOC, and post a notice affirming its obligations under the ADA.

Conclusion:

The settlement highlights the importance of employers adhering to the ADA’s requirements when evaluating job applicants, particularly regarding prescribed medications and potential disabilities. This resolution emphasizes the legal obligation to provide reasonable accommodations and conduct individualized assessments rather than making employment decisions based on generalized assumptions or stereotypes about disabilities.