EEOC Wins Disability Discrimination Suit Against Payday Lender ‘The Bucks Store’

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EEOC Wins Disability Discrimination Suit Against Payday Lender ‘The Bucks Store’

Federal Court Awards $56,500 to Employee Terminated for manic depression

SEATTLE – Today the U.S. Equal Employment Opportunity Commission (EEOC) announced a triumph in just one of its very first disability discrimination lawsuits taken fully to trial concerning bipolar disorder. Adhering to a four-day workbench test, a federal payday loans NE district court joined judgment for $56,500 against Irving, Tex.-based Cottonwood Financial. The court unearthed that the ongoing company violated the Americans with Disabilities Act (ADA) while the Washington Law Against Discrimination (WLAD) when it fired a member of staff from the Walla Walla, Wash., shop.

After hearing the proof introduced at trial in EEOC v. Cottonwood Financial, Ltd. (No. CV-09-5073-EFS, E. D. Wash.), U.S. District Judge Edward F. Shea noted “Cottonwood’s deficient ADA policies and methods” and found that the business’s half-dozen various rationales for terminating shop manager Sean Reilly were a pretext for discrimination and therefore the organization had in fact fired Reilly as it regarded him as too disabled be effective as a result of their manic depression.

The court also commended Reilly’s efforts to handle their impairment, attain success that is academic get yourself a task. Reilly had been an honor pupil in twelfth grade who went to college in Portland, Ore. for a scholastic scholarship. Whilst in college, he had been identified as having manic depression. Whenever their symptoms forced him to go out of college, he came back house to Walla Walla and discovered work at Cottonwood, which does business while the money Store.

Hired as an associate manager in June 2006, Reilly ended up being swiftly promoted to keep manager in October and received a prize when it comes to popularity of their store in November 2006. But, in belated January 2007, Reilly, via a wellness care representative, requested a brief leave to adapt to brand brand new medicine recommended by their doctor to take care of their condition. Reilly alleged that the organization denied this request, forcing him to come back to work too early. The money Store fired Reilly in 2007 – just days after his need for sick leave first arose february.

The ADA and WLAD outlaw firing a member of staff as a result of impairment and prohibit employment that is adverse motivated, even yet in part, by sick might toward a member of staff’s real or observed impairment or request an accommodation. The agency filed suit and was joined by Reilly, through his private counsel, Keller W. Allen of Spokane after first trying to reach a voluntary settlement with Cottonwood through the EEOC’s conciliation process.

Judge Shea unearthed that the money Store broke the law by firing Reilly and awarded him $6,500 in straight straight back wages and $50,000 for emotional discomfort and suffering. The court additionally issued an injunction that is three-year needing the money shop to coach its supervisors and hr workers on anti-discrimination and anti-retaliation rules.

Following the order that is final announced, Reilly stated, “It felt as though a long period of emotional damage had abruptly been healed. After my diagnosis, i truly challenged myself to beat the odds and do well at the job. To own my disability outweigh my performance within my boss’s eyes had been crushing.”

Reilly proceeded, “This instance had been never about cash or any kind of payback — it had been constantly about doing the thing that is right assist protect the legal rights of men and women with disabilities. I am hoping this verdict allows other folks with manic depression to own the same chance at getting and keeping effective and satisfying professions and also to avoid discrimination that is future. It creates me personally happy and proud to know that justice prevailed in this instance.”

William Tamayo, the EEOC’s local lawyer in san francisco bay area, stated, “The court delivered a important message today that employers can not substitute fiction for facts when creating work choices about disabled workers.

Employers functioning on outdated fables and worries about disabilities need to find out that the EEOC will not shy away from taking ADA situations to test to create them to the twenty-first century.”

Tamayo respected EEOC Supervisory test Attorney John Stanley for overseeing the litigation, Senior Trial Attorneys Damien Lee and Jamal Whitehead for representing the EEOC at trial, and Investigator Annalie Greer for investigating the situation allegations.

Reilly’s personal counsel Keller Allen added, “The court saw through the numerous and changing excuses provided by Cottonwood for firing Sean Reilly. This can be a well-deserved success for a hard-working individual that declined to permit his impairment to be utilized to set a limitation on his achievements.”