UPS Sued For Disability Discrimination

In a major class lawsuit filed in federal court in Chicago, the U.S. Equal Employment Opportunity Commission charged that Atlanta-based United Parcel Service Inc. violated federal law by rejecting an extension of medical leave as a reasonable accommodation for its employees with disabilities.

EEOC's administrative investigation, conducted prior to filing the lawsuit and supervised by Chicago District Director John Rowe, found that UPS violated the Americans with Disabilities Act (ADA). According to Rowe, Trudi Momsen, an administrative assistant at UPS, took a 12-month leave of absence from work when she began experiencing symptoms of what was later diagnosed as multiple sclerosis. She returned to work for a few weeks, but soon thereafter needed additional time off after experiencing what she believed to be negative side effects of her medication. Although Momsen could have returned to work after an additional two-week leave of absence, UPS fired her for exceeding its 12-month leave policy. Following its investigation, EEOC reached an administrative determination that UPS failed to accommodate Momsen's disability, in violation of the ADA.

EEOC filed suit in U.S. District Court in Chicago after first attempting to reach a voluntary settlement with UPS. The litigation (EEOC v. United Parcel Service Inc., Civil Action No. 09-C-5291) seeks back pay and compensatory and punitive damages for Momsen and a class of disabled employees whom UPS similarly refused to accommodate, as well as an order barring future discrimination and other relief, the agency said.

EEOC Chicago Regional Attorney John Hendrickson said, "One of the main goals of the ADA is to provide gainful employment to qualified individuals with disabilities. However, policies like this one at UPS, which set arbitrary deadlines for returning to work after medical treatment, unfairly keep disabled employees from working. Sometimes a simple conversation with the employee about what might be needed to return to work is all that is necessary to keep valued employees in their jobs."

According to company information, UPS, which describes itself at the world's largest package delivery company, is a $49.7 billion global corporation operating in more than 200 countries and territories worldwide. The EEOC Chicago District Office is responsible for processing charges of discrimination, administrative enforcement, and the conduct of agency litigation in Illinois, Wisconsin, Minnesota, Iowa, and North and South Dakota, with Area Offices in Milwaukee and Minneapolis.

Download Center

HTML - No Current Item Deck
  • Free Safety Management Software Demo

    IndustrySafe Safety Management Software helps organizations to improve safety by providing a comprehensive toolset of software modules to help businesses identify trouble spots; reduce claims, lost days, OSHA fines; and more.

  • Easy to Use Safety Incident App

    Record incidents on the go with IndustrySafe’s mobile app. Collect data for multiple types of incidents including including near misses, vehicle and environmental incidents, and employee and non-employee injuries; at job sites and remote locations—with or without web access.

  • Safety Training 101

    When it comes to safety training, no matter the industry, there are always questions regarding requirements and certifications. IndustrySafe is here to help. We put together a resource that’s easy to digest so you can get answers to your training questions and ensure you're complying with OSHA's standards.

  • Conduct EHS Inspections and Audits

    Record and manage your organization’s inspection data with IndustrySafe’s Inspections module. IndustrySafe’s pre-built forms and checklists may be used as is, or can be customized to better suit the needs of your organization.

  • Track Key Safety Performance Indicators

    IndustrySafe’s Dashboard Module allows organizations to easily track safety KPIs and metrics. Gain increased visibility into your business’ operations and safety data.

  • Industry Safe
comments powered by Disqus