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The U.S. Equal Employment Opportunity Commission (EEOC) filed a lawsuit today against United States Steel Corporation, a Pittsburgh-headquartered steel manufacturing company, claiming it violated federal law by denying a job to an applicant because of his disability. According to the EEOC’s suit, U.S. Steel’s Gary, Ind., plant rescinded an offer of employment and refused to hire an applicant when it learned of his disability through a post-job-offer medical examination. Such alleged conduct violates the Americans With Disabilities Act (ADA). The EEOC filed suit (EEOC v. United States Steel Corporation, Civil Action No. 2:09-cv-093, in U.S. District Court for the Northern District of Indiana, Hammond Division) after first attempting to reach a voluntary settlement. The EEOC enforces federal laws prohibiting employment discrimination. “People in any workplace should be treated fairly and consistently,” said Danny R. Harter, director of the EEOC’s Indianapolis District Office. “Employees must be judged by their ability to do the ... keep reading »
Americans with Disabilities Act (ADA) discrimination claims are likely to be the No. 1 focus for employers in 2009, according to HR Focus magazine, a publication of the Institute of Management and Administration. The Americans With Disabilities Act Amendments Act (ADAAA), which President Bush passed in September 2008, retains the ADA’s original definition of “disability,” but now requires broader interpretation of the term disability. For example, under the original ADA, someone who has weak vision would not be considered disabled if they were able to fix their condition by wearing eyeglasses or contact lenses. Today, that same person could possibly qualify as having a disability under the ADAAA, depending on circumstances. Also, the original ADA said a disability must impair one or more “major life activity”, but kept the definition vague. The new law has expanded the definition to include reading, concentrating, thinking, and communicating. Almost every job requires at ... keep reading »

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