My goal is to help make supervisory managers better understand their duties and preserve employee morale and shareholder equity. Please read this EEOC summary and the link to the actual case. Please note I took out the individuals name in the below summary on this page.
A senior management supported Human Resource Department along with an ongoing training program can help reduce these cases.
Please feel free to leave a comment.
- EEOC v. AutoZone, Inc., 707 F.3d 824, 829
(7th Cir. 2013). The EEOC's Chicago District Office sued Defendant, a
national retailer of automotive parts and accessories, alleging that it
discriminated against the
Charging Party on the basis of his disability. At trial, the EEOC
presented evidence that the company's managers insisted that Parts Sales
Manager mop floors at the end of the day, an
activity that aggravated His
back impairment and caused him intense pain and ultimately led to
serious injury. The EEOC also showed that company officials refused to
eliminate the mopping assignments despite repeated requests from Him and his doctor. In June
2011, a federal jury in Peoria, Ill., awarded $100,000 in compensatory
damages for physical and emotional pain and suffering. The jury also
awarded $500,000 in punitive damages for what the trial judge described
as "total and knowing disregard
for the underlying purpose of the ADA." (The judge later reduced the
punitive damages award to $200,000 to comply with a statutory limit on
damages, but added $115,000 in lost wages.) In February 2013, the U.S.
Court of Appeals for the
Seventh Circuit held there was no basis for granting judgment to the
company as a matter of law or for ordering a new trial. This was the
second appellate victory for the EEOC in this case. An earlier
appellate decision, EEOC v.
AutoZone, Inc., 630 F.3d 635 (7th Cir. 2010), reversed a summary judgment decision and led to the June 2011 trial.