A recent press release from the U.S. Equal Employment Opportunity Commission (EEOC) announcing a $250,000 settlement and consent-decree resolution of a disability discrimination lawsuit may serve to remind employers of the importance of thoroughly evaluating an employee’s requested reasonable accommodation. This could involve following up with third parties, such as a vocational counselor or the manufacturer of assistive systems and equipment.

Quick Hits

• The EEOC’s recent settlement of a lawsuit related to a company’s alleged failure to accommodate a blind employee’s request to use a screen reader app may highlight for employers the importance of thoroughly evaluating reasonable accommodation requests.
• The EEOC’s lawsuit alleged that the employer had violated the Americans with Disabilities Act by failing to take reasonable steps to facilitate the employee’s use of screen reader software (despite the employer’s having access to available resources and support for the technology) and firing the employee because she required a reasonable accommodation.
• The settlement may serve as a reminder to employers of the value of engaging in a meaningful interactive process that considers available resources when addressing accommodation requests, especially those involving new technologies.

Background

As detailed in the EEOC’s federal complaint, The Results Companies, LLC, hired a blind employee as a telephonic customer service representative for its call center—a role the...

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