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Workplace Safety, Employees with Disabilities and the ADA
December 20, 2012
Once she received her conditional offer of employment, Adams revealed that she suffered from menorrhagia, a bleeding disorder. She began working after being cleared by two separate doctors. However, when she told her supervisor about her condition, she was fired, allegedly because of concerns that her medical condition would render her unconscious while at work. After a settlement agreement in July 2012, Goodyear agreed to pay $20,000, rehire Adams, and enter into a two-year consent decree that included providing antidiscrimination training to managers, the human resources (HR) department, and to supervisors at the Fayetteville plant; posting information at the site about employees' rights under federal antidiscrimination laws; and providing periodic reports to the EEOC on its hiring practices.
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