Maximum Security to Pay $22,500 to Settle EEOC Age and Disability Discrimination Case

Background:

NEW YORK – Maximum Security NYC, Inc., a security company based in Queens, New York, has agreed to pay $22,500 and implement comprehensive anti-discrimination measures to settle a lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC). The lawsuit accused the company of age and disability discrimination against a former employee.

Allegations:

The EEOC's lawsuit detailed that a 57-year-old employee, who was tasked with assignments at client hotels involving emergency evacuations and liaison duties with the local fire department, faced discriminatory treatment following a heart attack in December 2020. Upon his return to work, his supervisor repeatedly suggested he should retire due to his age and recent heart attack. Subsequently, the employee was terminated explicitly for these reasons. The EEOC argued that these actions were in violation of the Americans with Disabilities Act (ADA) and the Age Discrimination in Employment Act (ADEA), which prohibit discrimination based on disability and age, respectively.

Settlement:

To resolve the lawsuit, Maximum Security agreed to a settlement comprising $22,500 in emotional distress damages for the terminated employee. Additionally, the settlement includes significant non-monetary relief measures aimed at preventing future discrimination. These measures include:

• Implementation of a comprehensive anti-discrimination policy addressing age, disability, and other forms of discrimination.
• Extensive and ongoing anti-discrimination training for all managers and employees.
• Strong injunctions against any form of discrimination based on age or disability.
• Proper storage and confidentiality of employees' medical records.
• The EEOC will monitor Maximum Security’s compliance with these obligations for over two years to ensure adherence to the settlement terms.

Conclusion:

This settlement underscores the importance of enforcing anti-discrimination laws in the workplace, ensuring that employees are judged by their ability to perform job functions rather than age or health conditions. The resolution of this case is a reminder that employers must create inclusive and fair work environments, free from bias and discrimination.