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Yesterdays Pub & Grille Sued by EEOC for Disability Discrimination

February 12, 2016
Source: U.S. Equal Employment Opportunity Commission (EEOC)

Supervisor Refused to Hire HIV-Positive Employee for Server Position

Sappyann, Inc., which operates Yesterdays Pub & Grille restaurant in Sanford, North Carolina, violated federal law by discriminating against an employee when it refused to hire him because he is HIV-positive, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed today.

According to EEOCs lawsuit, Aubrey Hawkins applied for a position as a server at Yesterdays Pub around April 22, 2015. Hawkins interviewed with the restaurants manager and then separately with the owner. EEOC alleges that during the interview, the owner questioned Hawkins about a medical discharge from the military and Hawkins disclosed that he has an immunodeficiency. The complaint alleges that Hawkins was given personnel paperwork and was instructed to return the paperwork and begin work the next day. When Hawkins went to the restaurant the next day, however, he was asked more questions about his immunodeficiency by the owner, and Hawkins responded that he has HIV (human immunodeficiency virus). The complaint alleges that the owner then withdrew Hawkins job offer citing a concern about Hawkins working around food with HIV. Hawkins attempted to address the owners concern by providing the company with information showing that it is safe for him to work in the food industry despite his HIV status. However, Yesterdays Pub still refused to hire Hawkins due to his HIV status.

Such alleged conduct violates the Americans with Disabilities Act (ADA), which protects employees from discrimination based on their disabilities. EEOC filed suit in U.S. District Court for the Middle District of North Carolina (Equal Employment Opportunity Commission v. Sappyann, Inc. d/b/a Yesterdays Pub & Grille, Civil Action No. 1:16-CV-00104) after first attempting to reach a pre-litigation settlement through its conciliation process. EEOC seeks back pay, compensatory damages and punitive damages.

"An employer cannot refuse to hire an applicant based solely on fears or other assumptions about the applicants ability to safely perform the duties of the job, simply because the applicant has a disability," said Lynette A. Barnes, regional attorney for EEOCs Charlotte District. "EEOC will continue to litigate cases where people with disabilities are not provided to work in jobs that they qualify for and can perform."

EEOC is responsible for enforcing federal laws prohibiting employment discrimination. Further information about EEOC is available on the agencys website at www.eeoc.gov.

Link: Go to website for News Source
http://eeoc.gov/eeoc/newsroom/release/2-11-15a.cfm


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