In a recent case against a major truckload carrier, a jury awarded a staggering $36,075,000 in favor of the U.S. Equal Employment Opportunity Commission (EEOC). The case involved disability discrimination claims against a trucking company, sending a powerful message about the consequences of violating employment laws.
Trucking Company Discriminates Against Deaf Driver
The jury’s decision, which included $36,000,000 in punitive damages and $75,000 in compensatory damages, highlights the severity of the charges. The verdict stems from allegations that the trucking companies failed to hire and accommodate a qualified deaf driver for a truck driving position in 2016. This case serves as a stark reminder to business owners about the importance of adhering to employment laws, particularly the Americans with Disabilities Act (ADA).
EEOC Chair Charlotte A. Burrows emphasized the significance of employees like this who have the courage to come forward, stating that the substantial verdict sends a clear message that the nation will not tolerate disability discrimination.
The evidence presented in the trial revealed that the employee, despite completing training at a employer truck driving school and obtaining his commercial driver’s license (CDL), faced discrimination based on his deafness. Even after obtaining an exemption from the hearing regulation for the operation of a commercial motor vehicle, the employee was told by the company’s Vice President of Safety that he would not be hired due to his hearing impairment. Shockingly, the Vice President of Safety admitted during the trial that the company continues to deny employment opportunities to new deaf drivers.
Andrea G. Baran, regional attorney for EEOC’s St. Louis District, expressed the jury’s disapproval of Werner’s conduct, calling it “unacceptable.” She stressed that everyone, including deaf individuals, deserves a fair chance to make a living and support themselves and their families.
The EEOC’s trial team, led by Supervisory Trial Attorney Joshua M. Pierson and Trial Attorneys Meredith S. Berwick and Lauren Wilson, highlighted the broader impact of companies like the trucking company that deny reasonable accommodations to drivers with disabilities. The verdict, they stated, demonstrates that such companies do so at their own peril.
Moving Forward
For small and midsize business owners, this case serves as a cautionary tale. It underscores the legal and financial risks associated with violating employment laws, particularly those related to discrimination. Ensuring compliance with the ADA and other relevant regulations is not just a legal requirement but a moral imperative.
Business owners must prioritize creating inclusive workplaces that provide equal opportunities for all individuals, regardless of their abilities. Ignoring or neglecting employment laws can lead to severe consequences, both in terms of reputation and financial liability. The case against the trucking company is a stark reminder that the legal system takes a strong stance against discrimination in the workplace.
Conclusion
Business owners must stay informed about employment laws, regularly review and update their policies, and foster a culture of inclusivity within their organizations. By doing so, they can avoid the costly penalties and reputational damage that come with violating these essential regulations. Complying with employment laws is not just a legal obligation but a fundamental step toward building a fair and thriving workplace for everyone.