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Federal District Court Rules in EEOC v. AutoZone: Disability Discrimination Case to Proceed as Filed

The EEOC has announced that a federal district court has denied a request by AutoZone to limit the scope of a nationwide disability discrimination case. The case was originated by the EEOC.

Discrimination%2040134433-001.jpgAutoZone argued that the EEOC did not conduct an adequate, “nationwide” investigation prior to filing suit and asked the court to limit the suit to only three stores.

“[T]he Court may not inquire into the sufficiency of the EEOC’s pre-suit investigation in order to ‘limit’ the scope of the litigation,” the court stated in its order, which was written by U.S. District Judge Robert M. Dow, Jr.

The order also cited the recent decision in Mach Mining, LLC v. EEOC, in which the Supreme Court stated that courts should not impose additional procedural requirements on such litigation beyond those established by Congress.

EEOC filed suit on May 9, 2014, alleging that from 2009 until at least 2011, the company assessed employees attendance “points” for absences, without permitting any general exception for disability-related absences. The complaint alleges, qualified employees with disabilities with even modest numbers of disability-related absences were fired, in violation of Title I of the Americans with Disabilities Act (ADA). The ADA prohibits disability discrimination in employment, which includes failure to provide reasonable accommodations to qualified individuals with disabilities.

John Hendrickson, regional attorney for EEOC’s Chicago District. Stated “This case alleges a serious violation of the law and should be decided on the merits. The Supreme Court’s recent decision in Mach Mining should put to rest efforts to deny employees their day in court based on unfounded arguments about administrative procedure.”

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