E-Bulletin: July 28, 2026

Virginia: EEOC Sues The Salvation Army; Charges Employer with Failure to Accommodate Employee’s Cancer Treatments

The Salvation Army, headquartered in Virginia with a facility in Lynchburg, violated the ADA when it denied an employee intermittent leave needed to receive cancer treatments, according to a lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC).

The EEOC’s lawsuit said that an employee requested time off for chemotherapy treatments, and the employer told her she could resign and be eligible for reemployment when she was healthy, or be fired and no longer eligible for reemployment.

Oklahoma: EEOC Sues Paycom; Alleges Employer Failed to Accommodate Worker with Food Allergy

Paycom Payroll, LLC, an Oklahoma software company, violated the ADA law when it failed to provide effective reasonable accommodations to an employee with a life‑threatening food allergy and fired her instead, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit it filed.

The EEOC’s lawsuit said an employee with a severe allergy repeatedly suffered anaphylactic reactions from exposure to food brought in by coworkers, despite informing supervisors and human resources and submitting medical documentation that recommended she work in a secluded space or from home. According to the EEOC’s lawsuit, the employer provided only limited temporary workspace adjustments, did not notify nearby employees to avoid bringing the allergen to the workspace, declined to allow the employee to work remotely despite having established policies permitting the practice, and then fired her when she continued to experience multiple severe allergic reactions when exposed to food in nearby breakrooms and hallways.

Michigan: EEOC Sues O’Reilly Auto Parts; Alleges Employer Failed to Reassign Worker as Accommodation for Disability

The U.S. Equal Employment Opportunity Commission (EEOC) filed a lawsuit against O’Reilly Auto Enterprises, LLC, doing business as O’Reilly Auto Parts. The lawsuit charges the employer with failing to reassign a long-time employee when he became unable to continue in his position after a stroke. According to the lawsuit, the company had many open positions for which the worker was qualified, but refused his request for reassignment and terminated his employment.

Mississippi: EEOC Sues Golding Barge Line; Alleges Employer Withdrew Job Offer for Invalid Reason

Golding Barge Line, Inc., an inland towboat and barge company, violated the ADA when it rescinded a job offer based on a pre-employment color vision test, though color vision was not required for the position the applicant sought, according to a lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC).

Florida: Red Royal Electric to Pay $34,500, Implement New Policies Related to Drug Screening to Settle EEOC Lawsuit

Red Royal Electric, Inc., a provider of residential electric services in western Florida, will pay $34,500 and implement significant policy and training reforms to settle an ADA lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC).

According to the EEOC’s lawsuit, the company refused to consider an applicant’s documentation that showed his prescription medication might cause a positive drug test result.

Georgia: Penney OpCo to Pay $99,000, Monitor Third-Party Benefits Administrator, to Settle EEOC Lawsuit

Penney OpCo, LLC, doing business as JC Penney, will pay $99,000 and undertake remedial measures to settle a U.S. Equal Employment Opportunity Commission (EEOC) disability discrimination lawsuit.

According to the EEOC’s complaint, an employee at a JC Penney logistics center in Georgia requested time off for cancer treatments and submitted all required documentation to the company’s third-party benefits administrator. However, the request was denied and the employee was fired when her absences exceeded the number of “points” typically allowed under the company’s policy.

“Employers’ use of third-party administrators to handle reasonable accommodations can be inherently problematic, especially when not effectively monitored,” said Marcus G. Keegan, regional attorney for the EEOC’s Atlanta District. “The resolution of this case not only compensates the employee who was wrongly discharged but institutes a new process to ensure that future accommodation requests are handled properly.”