The EEOC contends that the employee informed her supervisor about her conditions on her first day of employment. The following day, GNA Partners terminated her employment due to these disclosed disabilities. This action, according to the EEOC, is a direct violation of the Americans with Disabilities Act (ADA), which prohibits discrimination based on disability.
The EEOC’s lawsuit, filed in the U.S. District Court for the Southern District of Texas, Houston Division (Civil Action No. 4:19-cv-03700), seeks an injunction to prevent future discriminatory actions by GNA Partners. The lawsuit also seeks back pay with pre-judgment interest and compensatory damages for the affected employee. The specific amounts will be determined at trial.
Rayford O. Irvin, district director of the EEOC’s Houston District Office, emphasized the importance of workplace safety for employees who disclose disabilities and seek accommodations. He stated that employees with mental health conditions deserve equal opportunities, just like those with physical impairments.
Rudy Sustaita, EEOC’s regional attorney in Houston, reiterated that disclosing a disability should not lead to job termination and that the ADA protects employees from such discrimination. Connie Gatlin, the EEOC’s senior trial attorney on the case, highlighted the core principle of the ADA, stating that honesty about disabilities should not result in job loss.
G&A Partners, according to its website, offers a range of HR services to its corporate clients, including HR solutions, workplace safety measures, benefits administration, payroll administration, and HR technology assistance. This case underscores the importance of ADA compliance for all companies, particularly those providing HR services.
The EEOC is committed to enforcing federal laws against employment discrimination and promoting equal opportunity in the workplace. For more information, visit www.eeoc.gov.
