Employee
Employee Sues CACI After Accommodations for Her Disability Were Not Granted
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CACI Secured Transformations, LLC, CACI International Inc,
and CACI, Inc, based out of Baltimore, have come to a settlement in their case
filed by the U.S. Equal Employment Opportunity Commission (EEOC).
The lawsuit against CACI was brought about when a former
systems administrator felt she was fired due to her disability. The employee was transferred to a new work
location that aggravated her disability.
When asked to move back to her old workstation or for modifications to be
made to accommodate her disability, the employer refused and fired her.
According to the Americans with Disabilities Act (ADA)
employers are not to discriminate against job applicants and employees with
disabilities. By failing to provide her
with a reasonable accommodation and discharging her based on her disability,
they were in direct violation of the act.
CACI and EEOC were able to settle the case before the trial
date. CACI has agreed to pay $150,000 in
monetary relief to the victim, as well as provide specialized training on
accommodating and following requests for ADA accommodations. They will also be required to report certain
information regarding employee reasonable accommodation requests to the EEOC
for two years.
An EEOC director, Jamie Williamson, understands that
training is often the best way to prevent disability discrimination. It is a way to ensure all employees,
especially management that will handle these requests, understand the law and
accommodations that need to be made.
Afterall, leaders are stewards of the organization’s most valuable
asset-its people.
Even though the ADA recently celebrated it’s 31st
anniversary, there are still violations occurring in the workplace to people
with disabilities. The EEOC has vowed to
aggressively enforce the ADA requirements to help protect these workers.