The DXP Enterprise Inc. or known as a DXP Safety Alliance Inc. in Albuquerque, New Mexico, has finally agreed to pay monetary relief to a former employee to settle a wrongful termination lawsuit.
The said company is about to pay $120,000 and other relief to Connie Brooks after the EEOC filed a wrongful termination lawsuit the firm from illegally firing Brooks.
According to the allegations which the EEOC deemed valid, Brooks was fired from the DXP a few days after she was hired. EEOC investigations found out that Brooks was terminated from the company due to her back injury and age.
Apart from the monetary relief, DXP is also required to follow the EEOC’s usual protocol to settle the foregoing lawsuit. Reliefs include provision of trainings and changing of policies to avoid further discrimination practices, posting a notice about employees’ rights as stated under the Americans with Disabilities Act (ADA) and Age Discrimination in Employment Act (ADEA), and a letter reference for Brooks.
Every now and then, the EEOC is reminding employers that under the Title I of the ADA, it is illegal to discriminate employees based on disabilities. Furthermore, under ADEA, discrimination based on age (over 40 years of age) is prohibited. The DXP clearly violated said acts.
The EEOC’S Regional Attorney for Phoenix District Office in a press release has encouraged employers to be more vigilant in coming up with employment-related decisions. Additionally, decisions should not be based on myths, fears and stereotype regarding the applicants’ age or disability.
Wrongful termination claims may be hard to prove but still, employees should not be discouraged from pursuing a claim especially if there are valid reasons for filing. Lawyers for wrongful termination can provide an advice and legal assistance on how to resolve an employee’s claim.
02/09/2012
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