A clothing manufacturer in the United States that houses thousands of employees is about to pay $60,000 and provide other reliefs in order to settle the discrimination lawsuit filed against them by the Equal Employment Opportunity Commission (EEOC).
The lawsuit that was filed before the US District Court for the Central District of California which held the American Apparel Inc. liable for violating the federal law. The lawsuit claims that the said clothing manufacturer fired a garment worker while on leave due to his disability. The clothing maker clearly failed to accommodate disability in their workplace. In other words, they violated the Americans with Disability Act (ADA)
After learning about the lawsuit filed against them, the American Apparel immediately coordinated with the EEOC to settle the case. The company has adopted a comprehensive ADA policy, a wide-ranging civil rights law that prohibits discrimination based on disability in the workplace. The American Apparel has agreed to provide training to its managers and supervisors about the ADA. They further agreed to educate employees about their rights in accordance with the ADA as well as how to seek accommodation under it. The American Apparel will designate a specific ADA coordinator to inspect if the policy is being implemented at the company. Apart from that, they are required to pay the terminated employee with $40,000.
Furthermore, the clothing manufacturer will spend one third (1/3) of the $60,000 settlement amount to sponsor in connection with the non – profit organization, a couple of seminars on the rights of workers and responsibilities of employers under the ADA.
Under the Title I of the Federal Americans with Disabilities Act of 1990 (ADA), employers are required to provide reasonable accommodation to employees or qualified applicants with disabilities.
Due to the company’s failure to accommodate disabilities, they will be facing some sort of penalties. Apparently, aside from the amount due to them, they are further required to attend and conduct seminars regarding the accommodation of disabilities. At least now, they have learned their lesson that their committed violation is not that simple.
The EEOC is enforcing federal laws prohibiting employment discrimination. They are encouraging employers to provide reasonable accommodations to employees with disabilities since they believe that these people would at times surpass average workers. They are not hindered by their limitations but rather inspired to achieve more. The accommodations cost is often minimal and yet its benefits to both the workforce and employers.
Recent Comments