The EEOC stated that “employees with disabilities were repeatedly denied reasonable accommodations, including assistive devices, modified work schedules, and reassignment.”

Instead of engaging in the interactive process and discussing and providing accommodations, the EEOC claims the health care company forced employees to quit.

The EEOC also announced another case, this time with a Milwaukee hotel that agreed to pay $60,000 to settle a disability discrimination lawsuit brought.

In that lawsuit, the EEOC claimed the company fired an employee with epilepsy after she experienced a seizure at home after work. The employee asked for two days off from work following the seizure to recover. Upon return to work, she was terminated for disability-related absences during her probationary period.

While the facts of each case differ, the consequences are the same to workers — disability discrimination.

All companies that employ 15 or more workers must engage in the interactive process and provide reasonable accommodations when an employee advises his or her employer of the need for an accommodation, unless doing so presents an undue hardship.

Employers are entitled to receive medical documentation, where necessary, to show the extent of the medical condition and needed accommodations.

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