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ARTICLE · 09 MAY 2025

ADA's Interactive Process May Require Employers To Follow Up With Third Parties

Ogletree, Deakins, Nash, Smoak & Stewart
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A recent press release from the U.S. Equal Employment Opportunity Commission (EEOC) announcing a $250,000 settlement and consent-decree resolution of a disability discrimination...

United StatesEmployment and HR
Fiona Ong
Fiona Ong
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A recent press release from the U.S. Equal Employment Opportunity Commission (EEOC) announcing a $250,000 settlement and consent-decree resolution of a disability discrimination lawsuit may serve to remind employers of the importance of thoroughly evaluating an employee's requested reasonable accommodation. This could involve following up with third parties, such as a vocational counselor or the manufacturer of assistive systems and equipment.

Quick Hits

  • The EEOC's recent settlement of a lawsuit related to a company's alleged failure to accommodate a blind employee's request to use a screen reader app may highlight for employers the importance of thoroughly evaluating reasonable accommodation requests.

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