A disability discrimination lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC) alleged that a retail giant refused to hire an applicant who had cerebral palsy and used crutches or a wheelchair for mobility when he applied for employment. At the time, the retail giant was preparing to open a new 24-hour location and was conducting mass hiring.

The applicant applied for any available job, but during his interview he was questioned about his ability to work using his wheelchair and was told he was “best suited” for a greeter position. Ultimately, the company refused to hire him. The EEOC’s suit alleged that the company violated Title I of the Americans with Disabilities Act (ADA) when it refused to hire him. In a proposed consent decree, which will require court approval, the company agreed to pay $300,000 to the applicant, provide ADA training to managers at its store, notify job applicants about the decree and inform job service agencies that the company seeks to employ qualified individuals with disabilities.

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