The Tideland Electric Membership Corporation (Tideland EMC), a North Carolina based utility company, unlawfully failed to accommodate a disabled employee and then fired him because of his disability. Jeffrey Erdman has suffered from a chronic pain condition that substantially limits the functioning of his neurological system since 2002. Erdman began working for Tideland EMC in February 2009. According to the EEOC’s suit, around May 2009, Tideland EMC learned that Erdman was taking a legally prescribed narcotic medication in order to manage his chronic pain condition. Upon learning about Erdman’s medication, Tideland EMC terminated Erdman without giving him a reasonable amount of time to change his medication regimen in order to keep his employment. The complaint filed by EEOC claims Tideland EMC violated the Americans With Disabilities Act (ADA). Full article.
The Americans with Disabilities Act prohibits discrimination on the basis of disability in employment, state and local government, public accommodations, commercial facilities, transportation, and telecommunications. The ADA does not specifically name all of the impairments that are covered, but common examples of disabilities include confinement to a wheelchair, reliance on assistive devices such as canes and walkers, blindness, deafness, a learning disability, and certain kinds of mental illness. The ADA states that a business entity shall not discriminate against a qualified individual with a disability. This applies to job application procedures, hiring, advancement and discharge of employees, workers’ compensation, job training, and other terms, conditions, and privileges of employment. For more information: ADA Website
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