Verizon Maryland Settles EEOC Disability Discrimination Lawsuit for $115,000

Background

Verizon Maryland, LLC, faced a disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC) after allegations that it violated the Americans with Disabilities Act (ADA). A manager with hypertension requested a reasonable accommodation to transition to a field or alternate management position due to his medical condition. Despite the availability of a suitable field position, Verizon declined to allow the manager to compete for the role, insisting he resign and reapply six months later. With no alternative accommodation provided, the manager was forced to leave his role due to medical necessity.

Settlement

The lawsuit was resolved with a consent decree requiring Verizon Maryland to pay $115,000 in monetary relief to the former manager. The 30-month decree mandates the following measures:

• Verizon may no longer offer resignation and reapplication as an accommodation for disabilities.
• The company must provide ADA training to employees, specifically emphasizing that resignation and reapplication are not reasonable accommodations.
• Verizon is required to report any future disability-related complaints to the EEOC.

Key Takeaways

• Reasonable Accommodation Under the ADA: Employers must explore all options to help employees remain in their roles, including reassignments to available positions.
• Prohibited Practices: Forcing resignation and reapplication is not a valid accommodation and violates federal law.
• Compliance Measures: The case highlights the importance of ADA training and proactive measures to prevent discrimination.

Conclusion

This settlement underscores the ADA's purpose of ensuring employees with disabilities can work with reasonable accommodations. By holding Verizon Maryland accountable, the EEOC reinforces that companies must prioritize effective solutions over practices that disregard employees' rights.