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Jury Returns Verdict for EEOC in ‘Regarded As’ Incapacity Case In opposition to West Meade Place | US Equal Employment Alternative Fee (EEOC)

Firm Fired Laundry Technician As a result of It Regarded Her as Having an Impairment, Federal Company Charged

NASHVILLE, Tenn. – A jury has returned a verdict for the US Equal Employment Alternative Fee (EEOC) on behalf of a former worker fired by West Meade Place, a privately owned Nashville rehabilitation and well being care facility, the federal company introduced at this time. The case, presided over by US District Decide William L. Campbell, Jr., awarded the previous worker $6,000 in compensatory damages, and the courtroom will award again pay of $6,146.72, the quantity stipulated by the events.

On the trial, the EEOC claimed West Meade discriminated in opposition to the previous worker in violation of the Individuals with Disabilities Act (ADA) when it fired her from a laundry technician place, regardless of her capacity to do the job, as a result of West Meade regarded her as having a bodily or psychological impairment. The previous worker suffered from nervousness all through her grownup life.

Earlier than she labored at West Meade, for years, the worker noticed a physician recurrently and took medicine for her nervousness. She started employment with West Meade in February 2015 and labored there till November 2015. She efficiently carried out her job and West Meade by no means disciplined her. When she requested intermittent depart to handle her nervousness de ella, West Meade discharged her after concluding she didn’t qualify for Household Medical Go away, claiming she was unable to carry out her job duties. Later, West Meade provided one more reason, alleging she had submitted a faux physician’s be aware. West Meade, nevertheless, by no means produced the be aware.

On Feb. 8, 2021, the Sixth Circuit reversed the trial courtroom’s dismissal of the case. In October 2019, the trial courtroom had dismissed the case, deciding {that a} affordable jury couldn’t discover that West Meade Place had fired the previous worker as a result of he regarded her as having a incapacity.

After a three-and-a-half-day trial, on Oct. 25, the jury discovered for the EEOC. Jessi Isenhart, senior trial lawyer from the EEOC’s Philadelphia District, led the trial staff together with Assistant Regional Lawyer Amy Black from the Memphis District Workplace.

“This represented a vital case for the EEOC in making certain safety within the office for workers whose employers regard them as having impairments,” stated Faye A. Williams, regional lawyer for the EEOC’s Memphis District Workplace. “We’re happy the jury understood that West Meade discharged the worker as a result of it believed she had an impairment in violation of the ADA.”

Williams identified that though West Meade discharged the previous worker in 2015, since COVID-19, nervousness issues and depressive issues have elevated greater than 25%.

“We hope this case causes employers to make sure they’ve procedures within the office explaining staff’ rights beneath the ADA and practice their staff on the ADA,” Williams stated. “If employers fail to do that, there’s a excessive value to pay to defend these circumstances.”

Edmond Sims, performing district director for the Memphis District Workplace, stated, “October is Nationwide Incapacity Employment Consciousness Month. In passing the Individuals with Disabilities Act greater than 32 years in the past, Congress acknowledged that discrimination in opposition to people with disabilities continues to be a critical and pervasive social drawback and that persevering with existence of unfair and pointless discrimination and prejudice denies individuals of this group the chance to compete. on an equal foundation.”

For extra info on incapacity discrimination, please go to

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