Stereotypical Assumptions About Disabilities

17282817_sIs the word “brainstorming” offensive as being disrespectful to people with epilespy?  At least in Australia?   That was the subject of a recent post based upon something told to us by a “normally trustworthy source” (who wishes to remain anonymous because, she said, this implies that she is “normal” and “trustworthy” — adjectives she apparently

The EEOC sued a Denver beverage distributor under the ADA, claiming that it eliminated a legally blind employee’s job as a driver’s helper, and refused to hire him as a night warehouse loader because it believed that he could not safely perform the functions of loading cases of liquor and kegs of beer into trucks.  

The EEOC recently announced the commencement of a new lawsuit which it filed accusing a leading health care provider in Maryland of violating the ADA for failing to provide a reasonable accommodation and then firing a pulmonary function technologist because she suffers from Usher’s Syndrome, a genetic disorder that impairs hearing and vision.


We have a particular penchant for tracking ageist code used by employers to mean “old” (mainly because, as language buffs, we are intrigued by the wide variety of terms used by creative employers), and new cases filed by the EEOC accusing medical and health care providers of discriminating against disabled people (mainly because, as employment

The EEOC has just announced that it has sued a community hospital in West Virginia which allegedly refused to appoint a long-time 48-year old employee with “a back impairment” to a vacant position – the supervisor allegedly made “various oral and written statements indicating that [the employee] was not hired for the job because of

Our readers know by now that under its Strategic Enforcement Plan (“SEP”) the EEOC is targeting harassment against “vulnerable workers,” such as migrant workers; disability discrimination fueled by “myths, fears, and stereotypes;” and pregnancy discrimination.  Consider these latest announcements by the EEOC.

A federal jury awarded $24,000 in back pay, $20,000