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- Ignoring Accommodation Requests: A Costly Mistake in Disability Compliance
- Cutting Edge Supply, a California-based construction supply company operating in Arizona, has agreed to pay $150,000 to settle a disability discrimination and retaliation lawsuit filed by the Equal Employment Opportunity Commission (EEOC).
- What Happened?
- A welder with diabetes requested a reasonable accommodation: periodic snack breaks to help manage his blood sugar levels. Instead of granting the request—or even initiating the required interactive process—the company denied the accommodation and later terminated the employee after he raised concerns about discrimination.
- Why It Matters
- Under the Americans with Disabilities Act (ADA), employers are required to:
- • Provide reasonable accommodations to qualified individuals with disabilities (unless it creates an undue hardship)
- • Engage in a good-faith, interactive process
- • Avoid retaliating against individuals who assert their rights
- This case is a clear example of what can go wrong when those steps are skipped—and how expensive it can become.
- Key Takeaways for Employers
- • Interactive Process Is a Must – Ignoring a request or assuming it’s unreasonable without discussion is a legal risk.
- • Small Accommodations Can Have Big Impact – A simple snack break might seem minor, but for someone with diabetes, it’s essential.
- • Retaliation = Legal Trouble – Firing or disciplining someone for raising a concern is one of the fastest paths to a lawsuit.
- • Education & Training Are Critical – Your managers need to know how to recognize, respond to, and properly handle accommodation requests.
- How HRBP.co Can Help
- • Reviewing and updating accommodation policies
- • Training managers on ADA compliance and best practices
- • Supporting HR teams in responding to real-time accommodation requests
- • Creating HR systems that balance legal compliance with people-first leadership
- • Let’s make sure your business is proactive, not reactive.
- Final Thought
- Disability accommodations don’t have to be complex—but failing to handle them correctly can be. If you're unsure whether your team is equipped to manage these situations, let’s talk.
- Source:
- EEOC Press Release – Cutting Edge Supply to Pay $150,000 to Settle Disability Discrimination and Retaliation Lawsuit