Aspire Health Partners Inc., a prominent non-profit behavioral healthcare provider based in Orlando, Florida, has reached a settlement with the U.S. Equal Employment Opportunity Commission (EEOC) regarding a disability discrimination lawsuit. The agreement requires Aspire Health Partners to pay $115,000 and implement significant remedial actions to address the alleged discriminatory practices.
The EEOC’s lawsuit detailed the case of a long-term employee at Aspire Health Partners who dedicated over two decades to the organization. During her tenure, she was instrumental in developing and managing Aspire’s Village House Program, a vital community-based initiative serving youth in Orange and Osceola Counties. However, Aspire Health Partners terminated her employment in 2015 after she utilized medical leave due to a workplace injury. Despite subsequently receiving medical clearance to return to work without any restrictions, her application for a position within the Village House program in August 2018 was rejected. Aspire Health Partners cited medical records from her prior workers’ compensation file as the reason for deeming her ineligible for rehire, just hours before her scheduled interview.
The EEOC asserted that Aspire Health Partners’ actions violated the Americans with Disabilities Act (ADA), which prohibits discrimination based on disability. After initial attempts to resolve the issue through pre-litigation conciliation proved unsuccessful, the EEOC formally filed the lawsuit in the U.S. District Court for the Middle District of Florida, Orlando Division, under Case No. 6:20-cv-1603.
The settlement, formalized through a two-and-a-half-year consent decree, mandates Aspire Health Partners to undertake several corrective measures beyond the financial settlement. A key requirement is the adoption and distribution of an updated, comprehensive policy explicitly prohibiting disability discrimination within Aspire Health Partners. Furthermore, Aspire Health Partners is obligated to conduct thorough training programs on disability discrimination for all human resources officials to ensure proper understanding and implementation of ADA guidelines. The decree also necessitates the posting of a public notice detailing the settlement and Aspire Health Partners’ commitment to non-discrimination.
Robert E. Weisberg, Regional Attorney for the EEOC’s Miami District, commended Aspire Health Partners for their proactive approach in reaching a swift resolution. He emphasized that this settlement not only provides due compensation to the affected employee but also establishes crucial policy changes designed to safeguard future job applicants from disability discrimination at Aspire Health Partners.
Evangeline Hawthorne, Tampa Field Office Director for the EEOC, further encouraged other employers to follow the example set by Aspire Health Partners. She urged organizations to proactively review their disability policies and employment practices to guarantee that hiring decisions are not based on unfounded assumptions regarding an individual’s physical capabilities. This proactive review, Hawthorne noted, is essential to fostering inclusive workplaces and upholding the principles of equal opportunity.
The EEOC is dedicated to advancing equal opportunity in the workplace by rigorously enforcing federal laws that prohibit employment discrimination. For more detailed information about the EEOC and its crucial work, please visit www.eeoc.gov. To stay informed about the latest news and updates from the EEOC, individuals can subscribe to email updates through their website.
