We post our bi-weekly bulletin to keep you up to date on disability-related resources, news, and other items of interest. This information is being provided solely for non-commercial, nonprofit educational purposes, including news reporting and research. It is not intended for commercial purposes. Further, we understand that our readers generally read the articles and information online, at the websites provided in the hyperlinks, rather than relying solely on our synopses or copies. We are not responsible for the accessibility or the content of other websites. Please be aware that some links provided are time sensitive, and may become inactive at any time.
We include links to articles, editorials and opinion pieces, press releases, and other materials that represent diverse perspectives. Inclusion does not imply endorsement of any products, services, sources, information, or opinions expressed in these materials.
General News
“Guide Dog, Service Dog, Working Dog, Therapy Dog, Emotional Support Animal: Know the Differences”
This blog post outlines distinctions between guide dogs, service dogs, working dogs, therapy dogs, and emotional support animals.
Accessibility News
“The Hidden ROI of Accessible Design: How Inclusion Drives Innovation”
This author urges designers, businesses, and organizations to embrace the value of accessibility and recognize the cost of “getting it wrong.”
ADA Legal News
New York: “Walmart to Pay $60,000 in EEOC Disability Discrimination Lawsuit”
The U.S. Equal Employment Opportunity Commission (EEOC) announced that Global retailer Walmart will pay $60,000 and take other actions to settle a disability discrimination lawsuit.
According to the EEOC’s lawsuit, new managers revoked accommodations that had enabled a long-time employee to perform her job and earn positive performance ratings, and the failure to accommodate the worker ultimately led to her termination.
Kimberly Cruz, regional attorney for the EEOC’s New York District Office, said “If an employer’s unlawful failure to accommodate a disability leads to an employee’s termination, the firing itself may also be unlawful under the Americans with Disabilities Act.”
In addition to monetary relief, the consent decree resolving the lawsuit requires training for managers and human resources employees, compliance-related reporting to the EEOC, and posting of a notice in the workplace informing employees of the settlement and of their rights.
Texas: “Peak Performers to Pay $160,000 in EEOC Disability Lawsuit”
Peak Performers, incorporated as St. Vincent de Paul Rehabilitation Services of Texas, Inc., agreed to pay $160,000 to a disabled former employee and take other actions to settle a disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC).
According to the EEOC’s lawsuit, the company refused to grant a brief leave of four to six weeks to allow an employee to receive outpatient medical treatment following a suicide attempt resulting from mental health conditions. Instead, the employee was fired.
In addition to paying $160,000 to the former employee, the company will implement an ADA compliance policy with extensive procedures designed to protect the rights of disabled workers, provide detailed ADA compliance training to human resources personnel and various decision-making officials, and report to the EEOC any future disability discrimination complaints by employees or job applicants.
“1st Franklin Financial Corporation to Pay $750,000 in EEOC Disability Discrimination Suit”
1st Franklin Financial Corporation, a consumer lender with more than 370 branches throughout the Southeastern United States, will pay $750,000 to a class of former employees and take other actions to settle a disability discrimination lawsuit by the U.S. Equal Employment Opportunity Commission (EEOC).
According to the lawsuit, for several years 1st Franklin denied reasonable accommodations, including time off for medical treatment, to its employees with disabilities.
The three-year consent decree resolving the lawsuit requires 1st Franklin to provide $250,000 to one former employee and to establish a class fund of $500,000 to pay other harmed claimants. In addition to the monetary relief, 1st Franklin will update its employment policies, provide specialized training to managers, supervisors, and human resources personnel, and post a notice in the workplace informing employees of the settlement and of their right to be free from workplace discrimination. Furthermore, the company will provide the EEOC with periodic reports regarding requests for disability accommodations and how those requests were handled.
Maryland: “EEOC Sues Horseshoe Casino and Caesars Entertainment Companies for Disability Discrimination and Retaliation”
The U.S. Equal Employment Opportunity Commission (EEOC) filed a lawsuit against Casino operators CBAC Borrower, LLC, doing business as Horseshoe Casino, Caesars Baltimore Management Co., LLC, and Caesars Entertainment, Inc. The lawsuit charges the companies with violating the ADA by discriminating against an employee on the basis of disability and engaging in retaliation and interference.
According to the EEOC’s lawsuit, the companies discriminated against a table games dealer who worked at their Horseshoe Casino in Baltimore by refusing to allow him to return to work following disability-related surgery, failing to provide accommodations, firing him, and refusing to reinstate or rehire him.
Ohio: “EEOC Sues Wendy’s for Disability and Age Discrimination”
The U.S. Equal Employment Opportunity Commission (EEOC) filed a lawsuit against Wendy’s International, LLC, charging the company with violating federal law when it discriminated against a district manager because of disability and age.
According to the lawsuit, the company refused to allow the employee to return to work following disability-related surgery and then fired him, though his healthcare provider had released him to return to work.
Health and Wellness News
“No Link Between Tylenol Use in Pregnancy and Autism or ADHD, Major New Study Finds”
A new analysis of dozens of peer-reviewed medical studies found no link between the use of Tylenol in pregnancy and diagnoses of autism, ADHD or intellectual disabilities in children.
“His Brother’s Mental Illness Isolated His Family. Now He’s Helping Other Caregivers”
This report highlights the journey of a man who reacted with fear and avoidance when his brother was diagnosed with schizophrenia, to eventually founding a company to educate and support caregiver families and combat the stigma and isolation of mental illness through peer support.
Training, Events, and Opportunities to Participate
Webinar: Ask an ADA Professional: The ADA in Jails and Prisons
February 11, 2026
2:00 – 3:00 p.m. Eastern
The Great Lakes ADA Center, in collaboration with the ADA National Network, will offer this session, which will focus on the unique challenges of balancing accessibility with security in jails and prisons. ADA professionals will answer questions about reasonable modifications, physical access, effective communication, and program access for inmates with disabilities.
Participants will be able to submit questions for the presenters in advance through the registration process. The deadline to register is February 10, 2026.
FCC Announces Plan to Modernize Telecommunications Relay Services
The Federal Communications Commission (FCC) issued a Notice of Proposed Rulemaking (NPRM) and seeks information about how relay services for individuals with hearing and/or speech disabilities can continue to be delivered efficiently in the current IP-based environment. The NPRM considers, among other actions, reforms to transition users of analog services to Internet-based alternatives. Comments are due February 2, 2026.
Study Seeks Participants to Evaluate WheelSafe Fall Detection and Management System
The Technologies to Support Aging Among People with Long-Term Disabilities (TechSAge RERC) project seeks participants to help evaluate a fall detection and management system designed for older adults who use wheelchairs or scooters full-time. Participants will use the device for 12 weeks and provide feedback in a focus group. Participants must be 18 years or older, use wheelchairs or scooters or be care partners of wheelchair or scooter users, and must live in the United States. To volunteer, or for more information, contact DPQoL-WheelSafe@illinois.edu.
Burn Survivors Transitioning to Community: Resource Support to Optimize Recovery Project Seeks Stakeholder Input
The Boston-Harvard Burn Injury Model System seeks input from key stakeholders for the Resource Support to Optimize Recovery (RESTORE) project. Researchers seek input on resources and processes that help burn survivors transition back to their communities. Participation is open to burn survivors, caregivers, burn team members, and organization members. Participants will attend an informational webinar, complete up to five survey rounds, and may join a virtual meeting to review results. Interested stakeholders may complete the registration form, email bostonharvardbims@partners.org, or call 617-952-3202.