Bradley attorney Anne Yuengert was quoted in Legal NewsLine on McDonald’s recent settlement of a discrimination lawsuit brought by the Equal Employment Opportunity Commission (EEOC). The lawsuit involved a canceled job interview with a deaf man after a McDonald’s restaurant was asked to provide an American Sign Language interpreter. Yuengert says companies should decide if they can comply with a reasonable accommodation before deciding the fate of an interviewee.
“If a candidate asks for a reasonable accommodation in the hiring process, figure out if you can provide it," Yuengert said. “You should never reject a request out of hand, even if you think their disability may make them unable to perform a job. At that point in the process, you simply don’t have enough information to make that decision. If in this case, the interview had gone forward with an ASL interpreter, the manager would have had sufficient information to determine whether to offer him the job. Because the interview did not go forward, the candidate assumed he didn’t get the job because of his disability and filed his claim.”
The complete article, “Attorney: Don’t reject applicants’ requests or you could face legal trouble,” appeared in Legal NewsLine on November 1, 2016.