The settlement between Gregg Orr Auto Collection, Inc. and the U.S. Equal Employment Opportunity Commission (EEOC) highlights the importance of protecting employees from discrimination based on medical conditions and age. The settlement of $325,000 between Gregg Orr Auto Collection, Inc. and the U.S. Equal Employment Opportunity Commission (EEOC) resolves allegations that the company wrongfully fired a 65-year-old senior sales executive in order to evade covering his cancer treatment costs.
The EEOC’s complaint, filed in September, specifically outlined that Gregg Orr Auto, as a company with a self-insured healthcare plan, held direct responsibility for its employees’ medical expenses. Despite this, the company allegedly terminated the senior sales executive shortly after receiving a significant medical bill related to his cancer treatment. This action suggests an attempt to avoid financial responsibility for the employee’s healthcare needs.
This case highlights the importance of employers fulfilling their obligations to provide adequate healthcare coverage to employees, especially in situations involving serious medical conditions. Terminating an employee to evade healthcare costs is not only unethical but also illegal, as it violates the protections afforded by laws such as the Americans with Disabilities Act (ADA).
By agreeing to the settlement, Gregg Orr Auto acknowledges its responsibility to ensure that employees are not subjected to discrimination or adverse employment actions based on their medical conditions. This resolution serves as a reminder to employers of the importance of upholding anti-discrimination laws and providing fair treatment to all employees, regardless of their health status.