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.
Without regular policy reviews and all senior management buy-in and full support your company and employees could suffer similar issues.
Please feel free to leave a comment.
- EEOC v. Walgreen Co., 2014 WL 1410311 (N.D. Cal. Apr. 11, 2014). The EEOC's San Francisco District Office sued drugstore giant Walgreens, alleging that it fired former cashier, who has Type II Diabetes, because of her disability after she ate a $1.39 bag of chips during a hypoglycemic attack in order to stabilize her blood sugar level. She had worked for Walgreen for almost 18 years with no disciplinary record, and Walgreens knew of her diabetes. Yet the company security officer testified that he did not understand nor did he seek clarification when she wrote, "My sugar low. Not have time," in reply to his request for an explanation of why she took the chips before paying. The EEOC alleged that employers like Walgreen must provide reasonable accommodation to an employee or job applicant with a disability, unless doing so would impose an undue hardship for the employer. Walgreen moved for summary judgment. The district court denied Walgreen's motion, ruling that the company "failed to allege any misconduct that is unrelated to [her] disability." At the hearing, Walgreen's own legal counsel acknowledged her as a long-term valued employee with a very good track record and described her termination as a "harsh result." The parties ultimately resolved the suit via consent decree. Walgreen agreed to pay her $180,000 and to post its revised policy regarding accommodation of disabled employees on its employee intranet site. The company will also provide anti-discrimination training, make periodic reports to the EEOC, and post a notice regarding the decree for three years.