HCM Skinny-Whole Foods Has to Pay $65K For Firing A Cashier With a Disability

How many times have you seen this type of story? An organization wrongfully terminates an employee and then is given a large penalty for what happened. I feel like I see these stories every week, the worst part is we only hear about the very well-known organizations; you rarely hear about the mom and pop shop down the street. The reality is that companies of all sizes are being penalized by the minute because they weren’t compliant with a specific government regulation.

For example, according to the EEOC, the government collected over $397,000,000 for victims in the private sector in 2017. The agency also handled over 540,000 calls for complaints that employees had against their organization that same year. That number is staggering.

It is critical that organizations do everything necessary to give themselves an opportunity to be compliant. Invest in resources to protect the organization; train your managers on how to handle different situations. The scary part about all of this is you never know what is going to happen, so make sure you prepare for everything.

Top quote from article:

"Employees don't have to invoke the ADA by name, and requests need not be in writing, instead, employees can use "plain English" to explain that they're having difficulty meeting some work requirement because of a physical or mental impairment -- which is why manager training is so important. If an employee mentions needing time off for a back problem, that can trigger the employer's accommodation responsibilities." Lisa Burden, HR Drive

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