Core Points - Walmart Inc. is facing a lawsuit from the U.S. Equal Employment Opportunity Commission (EEOC) for allegedly violating federal law by not accommodating an employee with an intellectual disability and creating a hostile work environment for him and a coworker [1][4] Group 1: Allegations of Harassment - Supervisors at Walmart's Mount Pleasant, Wisconsin location allegedly harassed two employees with intellectual disabilities, using derogatory terms such as "stupid" and "slow" [2] - One employee reported that a supervisor called him a "retard" and physically intimidated him by shutting the store's door on him, leading to his early dismissal [2] Group 2: Denial of Reasonable Accommodation - The lawsuit claims that Walmart denied one employee the reasonable accommodation of a job coach, refusing to engage with job coaches who were willing to assist at no cost to the company [3] - Store managers and human resources representatives allegedly barred job coaches from entering the facility and did not address the employee's scheduling, training needs, or harassment experiences [3] Group 3: Legal Framework - The alleged actions by Walmart violate the Americans with Disabilities Act (ADA), which mandates that employers must not discriminate based on disability and must provide reasonable accommodations unless it causes undue hardship [4] - The EEOC filed the lawsuit in the U.S. District Court for the Eastern District of Wisconsin after attempting to resolve the issue through pre-litigation settlement [4]

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]