Monumental Triumph: Deaf Woman Awarded $1.6 Million After Company Declined Job

In this deaf woman job victory story, a big company turns down a deaf woman for a job. After winning the lawsuit against them, she received a $1.6 million reward from the company. People with disabilities deal with bias and obstacles daily. These biases prevent them from fully engaging in society. But knowing your legal rights can help anyone, whether disabled or not.

There are so many stories about how the lack of employment causes shame and extreme poverty for those with disabilities. An example is the deaf woman’s job victory story. It is the story of a woman whom a private company did not employ because she was deaf.  However, she sued them with the help of the EEOC and was later rewarded with $1.6 million by the company. 

Do you know what to do if you ever encounter a scenario similar to this woman’s? Keep reading as the entire incident is discussed in detail.

 

How the Deaf Woman Job Victory Unfolded

A federal lawsuit in New York said a lady applied for a job. The employer contacted her because her resume caught their eye. The company discovered she was deaf. When they did, they declined to give her an interview or hire her. They did this even though she was competent for the position. The name of the company is McLane Northeast. They deal with the distribution of goods and even have a branch in Baldwinsville. 

Now, we know that some firm jobs are sensitive and require the best for the task. However, according to the lawsuit, she applied for two entry-level warehouse positions. She would fill client orders by packing items into totes or boxes. This means her disability will not hinder her performance on the job.

How Did the Deaf Woman Get Rewarded by the Company?

Following a lawsuit filed by the U.S. Equal Employment Opportunity Commission, a seven-member jury has now awarded the lady. The verdict was that the company, McLane Northeast, should pay the woman $1.675 million in back pay and penalties, the agency announced in a news release.

The EEOC claims that following two hours of discussion, the jury found that the Texas-based corporation had violated the Americans with Disabilities Act. The agency claimed that by refusing to provide the woman with an interview and rejecting her due to her hearing disability, the company was discriminating against her. 

Caitlin Brown, an EEOC lawyer who also represented the case, said that the jury clearly understood that what McLane, the company, did to the deaf woman in the deaf woman job victory was wrong.

What Is the Law on Discrimination Against Disabled People?

The Americans with Disabilities Act (ADA)is a federal civil rights statute that forbids discrimination against individuals with impairments in daily activities. As with other civil rights laws, the ADA forbids discrimination on the grounds of disability. This includes discrimination based on race, color, sex, national origin, age, and religion. 

There are people with disabilities, like the deaf woman in the deaf woman job victory. They are guaranteed equal access to employment opportunities, goods, and services. They also have access to state and local government programs like everyone else under the Americans with Disabilities Act (ADA). The American Disabilities Act (ADA) is divided into five portions or titles. 

The requirements for various types of organizations are outlined in different titles. The ADA’s Title I, for instance, specifies obligations for employers. It applies to companies or employers with fifteen or more workers, including labor unions, state and municipal governments, and employment agencies. 

It states that employers of deaf women must give disabled workers the same chances as everyone else to take advantage of employment-related opportunities. 

This covers employment, training, remuneration, promotions, and social activities. Employers must adhere to strict guidelines set forth by the Americans with Disabilities Act (ADA), which was created to provide equitable employment opportunities for people with disabilities.

Equal Employment Opportunity Commission (Deaf Woman Job Victory)

Following this act, the EEOC (Equal Employment Opportunity Commission) got justice for the lady. She was given $25,000 in back pay and $150,000 for emotional anguish. She also received $1.5 million in punitive penalties from the jury, the EEOC reports. 

Although sources indicate that the lady in the deaf woman’s job victory story likely won’t receive the entire money, the good news is that she will still take home a sizable prize. 

The EEOC general counsel also released a statement following the verdict, stating that they are relieved that the jury’s decision delivered a strong message that discrimination against Deaf job candidates is illegal under the Americans with Disabilities Act (ADA) and that companies that discriminate against Deaf applicants, knowing they may be breaking the law, will face severe consequences. 

However, the company McLane Northeast is said to be disappointed by the verdict, as Bart McKay, the company’s senior vice president and general counsel, told McClatchy News, saying they have a firm dedication to inclusive employment and have hired and accommodated colleagues with impairments severally in the past. 

According to the news report, they are going to appeal if necessary. 

How to Sue a Company for Discrimination, Like in the Case of the Deaf Woman Job Victory

You are more than welcome to sue the firm if you or a loved one has a disability of any kind. Remember that prejudice is not limited to the workplace and can happen anywhere. There is discrimination, for instance, if a public building is constructed with just stairs and no elevator accessible to those in wheelchairs. 

Therefore, any policy or law that applies to everyone but is unjust to those with a specific impairment qualifies as disability discrimination. You can file a complaint with the EEOC, and they will take up your case if you are well within your rights. However, the EEOC will not take up your case if the ADA does not cover it. 

For instance, it might not be illegal for companies to reject or hire a disabled person if their condition prevents them from fulfilling the position’s essential duties. However, the company can give a disabled employee reasonable accommodations to enable them to perform their work duties if it is not beyond their means. 

Conclusion 

As was previously said, discrimination against individuals with disabilities is common and should not be ignored. This woman’s job victory was rewarded by the company that declined her job because the EEOC helped her sue them and won the case. 

This means that if you ever feel violated by your rights, whether you are disabled or not, you should contact the appropriate legal authorities.