Aspire Health Partners, a non-profit behavioral healthcare organization, agreed to a $115,000 settlement in a disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC). The lawsuit stemmed from the termination of a 20-year employee who developed and managed Aspire’s Village House Program, a youth prevention program in Orange and Osceola Counties, Florida.
The employee was terminated in 2015 after exhausting medical leave for a workplace injury. Despite being cleared to work without restrictions by her doctor, Aspire deemed her ineligible for rehire in 2018 due to information in her previous workers’ compensation file. This action directly contradicted the Americans with Disabilities Act (ADA), prompting the EEOC to file suit after unsuccessful conciliation attempts.
The settlement includes a two-and-a-half-year consent decree mandating Aspire to revise its disability discrimination policy, provide training to HR personnel on ADA compliance, and prominently display a notice regarding the settlement. The monetary relief compensates the affected employee for the discriminatory actions.
This case highlights the importance of adhering to the ADA when making employment decisions. Employers must base hiring choices on current abilities, not on outdated medical records or assumptions about perceived limitations related to past injuries. The EEOC actively pursues justice for individuals who experience discrimination based on disability.
The EEOC commended Aspire Health Partners for its swift cooperation in reaching a resolution that not only compensates the former employee but also implements changes to prevent future discrimination. The agency encourages all employers to review their policies and practices to ensure compliance with the ADA and create an inclusive work environment for individuals with disabilities. Aspire Health Partners’ commitment to updating its policies and training staff signifies a positive step towards upholding the principles of equal opportunity employment.
