Reorganization, reduction in force (“RIF”), merger of departments – these are only a few reasons which employers give when firing an employee – and which is frequently alleged to be — and found to be a pretext in violation of Title VII, the ADEA or other anti-discrimination laws.

And also setting a performance bar too

The EEOC “must be licking its chops,” we said in our post on June 14th.  Why?

 licking its chops : Cat licking its chops

It achieved a PR coup in the form of a new lawsuit against a Detroit nonprofit which helps people with disabilities — appropriately named  the “Disability Network” — for allegedly violating the ADA by discriminating against a deaf employee.

Yes — that’s what an EEOC attorney said upon the settlement for $75,000 of an ADA case it brought in California against Kaiser Permanente, the US’s largest managed care organization.

Indeed, this is not the first such pointed comment from the EEOC:  just recently we quoted an EEOC attorney commenting on the filing of a

This is a quote from an EEOC attorney who just commenced an ADA suit against — you guessed it — an Albuquerque home respiratory services and medical equipment company.

It underscores, if that is needed, our frequent warning to health care employers to comply with the anti-discrimination laws — especially the ADA (and now GINA

Last January, we posted about a newly-filed EEOC lawsuit which alleged that a  nursing care facility offered two part-time positions to an applicant who is deaf (dietary aide/assistant cook).  The claim was that when he was called in for a follow-up interview with different managers he was “grilled about his ability to communicate,” after which

Our most recent post on the issue was entitled Two More ADA Lawsuits Filed By The EEOC: Guess Which Companies Got Sued?”    The title refers to our repeated posts asking why the EEOC seems to target health care companies for ADA lawsuits.

What is it about health and medical care facilities that brings down