Learn from real-world EEOC settlements that show how small missteps can become major compliance risks
The Americans with Disabilities Act (ADA) is built on a simple principle — employees with disabilities deserve an equal opportunity to work. Yet, real-world cases show how easily organizations can miss the mark.
In a recent IEA webinar with TELUS Health and the Job Accommodation Network (JAN), Anne Kuzee, Legal Counsel for TELUS Health’s U.S. Absence and Disability Management Division, and Tracy DeFreitas, Director of Training and Outreach at JAN, walked through real EEOC cases that reveal what happens when employers fall short — and what HR professionals can do to prevent it.
Below are five ADA cases every HR professional should study — each offering lessons that go beyond compliance to practical risk management and better workplace culture.
1. The Service Dog Delay: When Waiting Becomes a Violation
An employee with PTSD and mobility challenges requested permission to bring her service dog to work. The employer delayed action for months, demanding an independent medical exam even after receiving multiple doctor’s notes.
The EEOC found the delay unreasonable, emphasizing that inaction itself can constitute a failure to accommodate.
Key takeaway:
Delays are decisions. When medical documentation supports a request, timely action shows good faith — and protects your organization from liability.
2. The Screen Reader Case: Collaboration is Non-Negotiable
A blind employee’s request for screen reader software was denied because her version was “outdated.” The employer terminated her employment instead of exploring options — despite offers of assistance from her counselor and the software vendor.
The result? A $250,000 settlement and a mandate for staff training on the interactive process.
Key takeaway:
The interactive process must be a conversation, not a compliance checkbox. Engage with employees and explore all reasonable solutions.
3. The Sam’s Club Case: Off-the-Job Injuries Still Count
A Sam’s Club employee recovering from a car accident requested temporary light-duty work. Her supervisor denied the request, saying the company only accommodated “work-related” injuries.
The EEOC ruled this was discrimination under the ADA.
Key takeaway:
The ADA covers any qualifying disability — regardless of where or how it occurred. Never dismiss a request because the impairment happened “off the clock.”
4. The New York Beer Project Case: Assumptions Create Exposure
Two employees were removed from the schedule after disclosing medical conditions — one had cancer, the other seizures. Neither asked for an accommodation, yet both were taken off duty.
The EEOC found the company acted on stereotypes, not facts, and required settlement payments and ADA training.
Key takeaway:
Never make employment decisions based on perceived disability. Start with communication, not conclusions.
5. The Pregnancy Case: Overlooking the PWFA Link
A manufacturing company penalized a pregnant employee for attending medical appointments and required her to work overtime against medical advice. The result was a $55,000 settlement and findings under both the ADA and Pregnant Workers Fairness Act (PWFA).
Key takeaway:
Pregnancy-related conditions are covered under the ADA and PWFA. Employers must engage in the same interactive process as with any other accommodation.
The Common Thread: Communication Prevents Compliance Risk
If you found this article helpful and would like to view the webinar, sign up here.
“Avoid delays in providing accommodations, and don’t demand an IME when extensive medical documentation already exists.”
— Anne Kuzee, Legal Counsel, TELUS Health
“Successful accommodations start with meaningful, compliant conversations with employees.”
— Tracy DeFreitas, Job Accommodation Network
Each case demonstrates how lack of communication, delay, or assumption creates unnecessary risk. The most effective defense against ADA claims is proactive engagement — clear dialogue, consistent documentation, and compassion.
From Case Study to Capability: Build Your ADA Expertise
IEA’s Certified Professional in Disability Management (CPDM) program is designed to help HR, risk, and compliance professionals lead confidently in this space.
The CPDM curriculum provides practical frameworks for managing ADA, FMLA, and PWFA processes — turning compliance into a competitive advantage for your organization.
Learn more about CPDM and start your path to certification:
👉 ieatraining.org/cpdm
View the Webinar
If you found this article helpful and would like to view the webinar, sign up here.
Additional Resources
Job Accommodation Network: https://askjan.org/
EEOC: Enforcement Guidance on Reasonable Accommodation and Undue Hardship Under ADA: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada
EEOC: What You Should Know About the Pregnant Workers Fairness Act: https://www.eeoc.gov/wysk/what-you-should-know-about-pregnant-workers-fairness-act
