EEOC Wins Impairment Discrimination Suit Against Payday Lender ‘The Money Store’

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EEOC Wins Impairment Discrimination Suit Against Payday Lender ‘The Money Store’

EEOC Wins Impairment Discrimination Suit Against Payday Lender ‘The Money Store’

Federal Court Awards $56,500 to worker Terminated for manic depression

SEATTLE – Today the U.S. Equal Employment chance Commission (EEOC) announced a triumph in another of its disability that is first discrimination taken up to trial concerning bipolar disorder. Adhering to a four-day workbench trial, a federal region court joined judgment for $56,500 against Irving, Tex.-based Cottonwood Financial. The court unearthed that the business violated the Americans with Disabilities Act (ADA) while the Washington Law Against Discrimination (WLAD) whenever it fired a member of staff from the Walla Walla, Wash., shop.

After hearing the proof offered at trial in EEOC v. Cottonwood Financial, Ltd. (No. CV-09-5073-EFS, E. D. Wash.), U.S. District Judge Edward F. Shea noted “Cottonwood’s lacking ADA policies and practices” and discovered that the business’s half-dozen various rationales for terminating shop manager Sean Reilly had been a pretext for discrimination and therefore the business had in fact fired Reilly since it regarded him as too disabled to get results as a result of his manic depression.

The court additionally commended Reilly’s efforts to deal with their impairment, achieve scholastic success and obtain a task. Reilly had been an honor pupil in senior high school whom went to university in Portland, Ore. for a scholarship that is academic. Whilst in college, he was identified as having manic depression. Whenever their signs forced him to go out of college, he came back house to Walla Walla and discovered work at Cottonwood, which does company since the Cash Store.

Hired as an associate supervisor in June 2006, Reilly ended up being swiftly promoted to keep supervisor in October and received a honor when it comes to success of his shop in November 2006. Nevertheless, in belated January 2007, Reilly, via a wellness care representative, requested a brief leave to adapt to brand brand new medicine recommended by their medical practitioner to deal with their condition. Reilly alleged that the organization denied this demand, forcing him to go back be effective too quickly. The bucks Store fired Reilly in 2007 – just days after his need for sick leave first arose february.

The ADA and WLAD outlaw firing a member of staff because of impairment and prohibit undesirable work choices inspired, even yet in component, by sick might toward a worker’s genuine or recognized impairment or ask for an accommodation. After first attempting to achieve a voluntary settlement with Cottonwood through the EEOC’s conciliation procedure, the agency filed suit and ended up being accompanied by Reilly, through their private counsel, Keller W. Allen of Spokane.

Judge Shea unearthed that the money Store broke the statutory legislation by firing Reilly and awarded him $6,500 in right straight back wages and $50,000 for psychological discomfort and suffering. The court additionally issued a three-year injunction, requiring the bucks shop to coach its managers and hr workers on anti-discrimination and anti-retaliation laws and regulations.

Following the order that is final announced, Reilly stated, “It felt as though years of psychological harm had unexpectedly been healed

Reilly proceeded, “This situation was never ever about cash or any type of payback — it absolutely was constantly about doing the right thing to assist protect the legal rights of men and women with disabilities. I am hoping this verdict allows others with manic depression to possess the same possibility at getting and keeping effective and satisfying professions also to avoid discrimination that is future. It will make me personally happy and proud to learn that justice prevailed in this instance.”

William Tamayo, the EEOC’s local lawyer in bay area, stated, “The court sent a crucial message today that companies can’t replace fiction for facts when coming up with employment choices about disabled employees. Companies performing on outdated fables and worries about disabilities need to find out that the EEOC will likely not shy far from taking ADA situations to trial to carry them to the twenty-first century.”

Tamayo respected EEOC Supervisory test Attorney John Stanley for overseeing the litigation, Senior Trial Attorneys Damien Lee and Jamal Whitehead for representing the EEOC at test, and Investigator Annalie Greer for investigating the way it is allegations.

Reilly’s personal counsel Keller Allen included, “The court saw through the numerous and excuses that are changing by Cottonwood for firing Sean Reilly. That is a well-deserved success for the hard-working individual who declined allowing their impairment to be utilized to set a restriction on their achievements.”

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