The U.S. Equal Employment Opportunity Commission (EEOC) has filed a lawsuit against Aspire Health Partners, an Orlando, Florida-based behavioral healthcare organization, alleging disability discrimination. The lawsuit, announced today, states that Aspire Health Partners violated federal law by refusing to rehire a former long-term employee. The decision, according to the EEOC, was based on medical records related to a previous workers’ compensation claim.
According to the EEOC’s complaint, the employee in question had dedicated over 20 years to Aspire Health Partners, during which she was instrumental in developing and managing the Village House program. Her contributions were recognized with numerous awards. However, after sustaining a workplace injury and utilizing her medical leave, Aspire Health Partners terminated her employment. Following her medical clearance to return to work without restrictions, she applied for a position within the same program she had previously led. Just hours before her scheduled interview, Aspire Health Partners informed the former employee that she was ineligible for rehire due to her workers’ compensation history. Despite her attempts to appeal to Aspire’s chief operating officer, she was denied the opportunity to interview, the EEOC stated.
This action by Aspire Health Partners is a violation of the Americans with Disabilities Act (ADA), which prohibits disability discrimination. The EEOC initiated legal proceedings in the U.S. District Court for the Middle District of Florida, Orlando Division (EEOC v. Aspire Health Partners, Case No. 6:20-cv-1603) after initial attempts to reach a settlement through conciliation proved unsuccessful. The EEOC is seeking back pay, compensatory damages, and punitive damages for the affected former employee. Furthermore, the lawsuit aims to secure injunctive relief to prevent future disability discrimination, and to mandate training for Aspire Health Partners’ human resources personnel on federal equal employment opportunity laws.
Robert E. Weisberg, regional attorney for the EEOC’s Miami District, commented on the case, stating, “This employee sought a position in the very program she built, yet was denied even an interview. It is unlawful for an employer to disqualify an employee based on a past disability. The EEOC is committed to vigorously enforcing the laws that protect individuals from such deliberate and damaging discrimination.”
Evangeline Hawthorne, the EEOC’s Tampa Field Office Director, added, “Employers must ensure that employment decisions are not based on unfounded assumptions about an individual’s physical capabilities. On the 30th anniversary of the ADA, the EEOC reaffirms its dedication to pursuing legal action against those who resort to such illegal practices.”
The EEOC’s mission is to advance equal opportunity in the workplace through the enforcement of federal laws prohibiting employment discrimination. Additional information can be found at www.eeoc.gov. For updates on EEOC news, individuals can subscribe to email updates at email updates.
