EEOC sues staffing firm for workers with disabilities, alleging ADA violations

Core Insights - The lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC) against Peak Performers alleges that the company violated the Americans with Disabilities Act (ADA) by terminating an employee who requested reasonable accommodations for her mental health treatment [3][7] - The EEOC claims that Peak Performers failed to provide necessary accommodations, including unpaid leave for medical treatment, and did not engage in an interactive process to explore reasonable accommodations [4][7] Summary by Sections - Lawsuit Details - A former employee accused Peak Performers of disability discrimination, stating that her requests for unpaid leave to attend treatment for depression and anxiety were denied [7] - The employee was only granted permission to leave once a week despite requesting two days off for treatment appointments [7] - Allegations of Non-Compliance - The EEOC alleges that the company did not communicate effectively regarding the employee's disabilities or her requests for medical leave, leading to her termination [7] - The lawsuit highlights a broader issue of disability discrimination within organizations focused on employing individuals with disabilities [5] - Regulatory Context - The Department of Labor (DOL) has provided guidelines on reasonable mental health accommodations under the Family and Medical Leave Act (FMLA), which include provisions for inpatient care and outpatient rehabilitation [6]