HOUSTON – G&A Partners, a human resources outsourcing company based in Houston, is facing legal action from the U.S. Equal Employment Opportunity Commission (EEOC) after allegedly firing an employee due to mental health disabilities. The EEOC filed a lawsuit on September 27, asserting that G&A Partners violated federal law by terminating a new hire the day after she disclosed her mental health conditions.
According to the EEOC, the employee, on her first day at G&A Partners, informed her supervisor about her diagnoses of major depressive disorder (MDD) and attention deficit hyperactivity disorder (ADHD). The lawsuit states that the following morning, G&A Partners terminated her employment specifically because of these disclosed conditions. The EEOC argues that this action directly contravenes the Americans with Disabilities Act (ADA), which protects employees from discrimination based on disability.
The case, Civil Action No. 4:19-cv-03700, is filed in the U.S. District Court for the Southern District of Texas, Houston Division. Before initiating the lawsuit, the EEOC attempted to reach a pre-litigation resolution with G&A Partners through its conciliation process, but these efforts were unsuccessful. Now, the EEOC is seeking a court injunction to prevent G&A Partners from engaging in similar discriminatory practices in the future. Additionally, the EEOC is pursuing back pay with pre-judgment interest and compensatory damages for the affected employee, the exact amounts to be determined during the trial.
Rayford O. Irvin, the EEOC’s Houston District Director, emphasized the importance of employee protection in such situations. “An employee must be safe from termination when honestly disclosing disabilities to a new employer and discussing possible accommodations,” Irvin stated. He further added, “Employees with mental impairments, just like those with physical impairments, are entitled to equal opportunities in the workplace, as guaranteed to all Americans.”
Rudy Sustaita, the EEOC’s Regional Attorney in Houston, reinforced this stance, saying, “A new employee’s job should not be abruptly ended simply because she informs her employer of a disability, regardless of its nature. The ADA protects such employees from discrimination, and the EEOC is committed to vigorously enforcing this law.”
Connie Gatlin, the EEOC’s senior trial attorney leading the case, highlighted the fundamental purpose of the ADA in such scenarios. “Situations like this are precisely why Congress enacted the ADA,” Gatlin explained. “Honesty should be the best policy, and it certainly should not be a reason for someone to lose their job.”
G&A Partners, as described on their website, offers a range of HR services to corporate clients. These services include comprehensive HR solutions, implementation of workplace safety protocols, benefits provision and administration, payroll management, and support with HR technology. As a professional employer organization operating in Houston and beyond, G&A Partners is expected to adhere to all federal employment laws, including the ADA.
The EEOC’s Houston District Office, located at 1919 Smith St., Houston, is responsible for advancing equal opportunity in the workplace by enforcing federal employment discrimination laws. More detailed information about the EEOC and its mission is available at www.eeoc.gov. The public can also stay informed about EEOC news by subscribing to email updates.
