A beauty manufacturing company in Illinois is facing allegations of disability discrimination after reportedly firing a worker on her first day due to her being deaf. The Equal Employment Opportunity Commission (EEOC) filed a lawsuit against the company, citing violations of the Americans with Disabilities Act (ADA).
Allegations and Lawsuit
According to the lawsuit filed by the EEOC, the worker, placed by a staffing agency, was terminated by Voyant Beauty, a producer of skincare, hair, and bath products, upon discovering her deafness on the first day of employment. The EEOC asserts that the worker was fully qualified for the job and capable of performing its essential duties.
Violation of ADA
The EEOC contends that Voyant’s actions constitute a violation of the ADA, which mandates employers to provide reasonable accommodations for individuals with disabilities. By terminating the worker based on her deafness, Voyant allegedly failed to adhere to this requirement.
Settlement and Consequences
Following negotiations, Voyant agreed to a consent decree, which entails compensating the former worker with $75,000, comprising $30,000 in back pay and $45,000 in compensatory damages. Additionally, the company committed to conducting annual training sessions for supervisory staff on disability discrimination.
Company Response
While Voyant denied the allegations, it emphasized its commitment to fostering an inclusive workplace environment. The company stated that the settlement reaffirms its dedication to prioritizing employee well-being and diversity.
Legal Perspective
Gregory Gochanour, regional attorney for the EEOC’s Chicago District Office, highlighted the illegality of basing employment decisions on unfounded stereotypes about an individual’s disability. He emphasized the importance of conducting individualized assessments to determine an applicant’s ability to perform job duties safely, potentially with accommodations.
In conclusion, the case underscores the significance of upholding the rights of individuals with disabilities in the workplace and the legal obligations of employers to provide reasonable accommodations as mandated by the ADA.
