Cutting Edge Supply, a construction supply company, has agreed to pay $150,000 to settle a U.S. Equal Employment Opportunity Commission (EEOC) claim alleging that it violated the Americans with Disabilities Act (ADA). The EEOC accused the company of failing to provide a reasonable accommodation to a diabetic welder, who requested snack breaks throughout the workday to manage his blood sugar levels. According to the claim, Cutting Edge denied the request and later terminated the employee after he complained.
The settlement was outlined in a February consent decree, which also mandates that Cutting Edge Supply take several steps to improve its compliance with disability accommodation laws.
Settlement Terms and Compliance Requirements
Under the consent decree, Cutting Edge Supply must:
● Pay $150,000 in damages to the former employee
● Review and revise its ADA-related policies with legal counsel
● Implement comprehensive training on the ADA and Title VII of the Civil Rights Act of 1964
● Maintain strict record-keeping to track accommodation requests and compliance efforts
This case serves as a reminder to employers about the legal obligation to engage in an interactive process with employees who request accommodations. Employers must carefully evaluate requests and determine whether they can be provided without undue hardship to the company.
Understanding Reasonable Accommodations Under the ADA
The ADA requires all employers with 15 or more employees to provide reasonable accommodations to qualified workers with disabilities. These accommodations can include:
● Snack breaks for diabetes management
● Private spaces for employees to test blood sugar levels
● Schedule adjustments to accommodate medical needs
In this case, the EEOC noted that more than 18 million U.S. adults have diabetes, making accommodations like snack breaks an essential part of ensuring equal employment opportunities.
What Employers Need to Know
While employers must provide reasonable accommodations, there are limits. A Dykema attorney recently outlined three types of requests that likely do not qualify as reasonable accommodations:
● Indefinite leave with no expected return date
● A job with significantly reduced stress if essential job functions cannot be performed
● Reassigning another employee’s job to create a new vacancy
Employers should proactively review their policies, provide manager training, and ensure ADA compliance to avoid legal disputes. Engaging in good-faith discussions with employees requesting accommodations can help create an inclusive and legally compliant workplace.
