Maryland Dealership Sued for Denying Service Dog to Veteran with PTSD

Background

Criswell Chevrolet, a prominent car dealership in Maryland, is facing a federal lawsuit for allegedly violating the rights of a disabled employee. The U.S. Equal Employment Opportunity Commission (EEOC) filed suit after a veteran employee, diagnosed with post-traumatic stress disorder (PTSD) linked to his military service, was denied the use of a service dog as a workplace accommodation.

Incident Details

The employee, who worked in the dealership’s parts department, requested permission to bring his service dog to help manage panic attacks caused by PTSD. According to court filings, Criswell Chevrolet refused the request outright and did not engage in any discussion about possible alternatives or accommodations. The lack of support left the employee to continue working while experiencing frequent panic attacks, ultimately forcing him to resign.

Legal Background

The Americans with Disabilities Act (ADA) prohibits discrimination against qualified individuals with disabilities. Under the ADA, employers must provide reasonable accommodations unless doing so would create an undue hardship. The law also requires employers to engage in an interactive process with the employee to explore accommodation options. A blanket refusal without considering or discussing accommodations may constitute a violation of the law.

Settlement and Relief Sought

The EEOC is seeking back pay, compensatory and punitive damages on behalf of the former employee. In addition, the lawsuit requests injunctive relief, including policy changes and training to ensure ADA compliance and prevent future disability-based discrimination.

Key Takeaways

• Service dogs are a recognized accommodation under the ADA for individuals with disabilities such as PTSD.
• Employers must engage in an interactive process before denying a reasonable accommodation request.
• Failure to accommodate can lead to legal liability, even if the employer believes the request is inconvenient.

Conclusion

The case against Criswell Chevrolet underscores the importance of understanding and complying with federal disability laws. Employers must not only consider accommodation requests seriously but also proactively work with employees to find solutions. As litigation proceeds, the outcome may set a precedent for how similar ADA requests involving service animals are handled in the workplace.