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Supermarket chain settles EEOC disability accommodation charges

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Supermarket chain settles EEOC disability accommodation charges

A Salt Lake City-based supermarket chain will pay $832,500 to resolve U.S. Equal Employment Opportunity Commission charges under the Americans with Disabilities Act that it denied reasonable accommodations to disabled individuals, the agency said Thursday.

The company, Associated Fresh Market, said in a statement that the ADA is complex and has been subject to different interpretations, creating uncertainty about how to implement it.

The EEOC said disabled employees were denied accommodations including additional leave, working with restrictions and reassignment. There was also a practice of disciplining and/or firing employees because of their need for reasonable accommodation under the ADA, the agency said.

In addition to paying the $832,500, Associated Fresh Market, which is wholly owned by Associated Retail Operations Inc., agreed to change its ADA policies and procedures and to conduct training for its human resources team, store directors, assistant store directors and employees.

EEOC Phoenix District Director Elizabeth Cadle, in a statement: “I am very pleased with the resolution of this matter without having to go through the litigation process.

“AFM has worked closely with the EEOC to resolve these allegations and do what is best for these individuals, their company, applicants and employees.”

The company said in a statement: “Associated Retail Operations and Fresh Market are committed to providing a safe, inviting and positive work environment for all of its team members, including those with disabilities.” 

The ADA “is a complex law whose requirements have been interpreted differently by the EEOC and various federal courts. This has resulted in some uncertainty for employers about their responsibilities under that law,” the company’s statement continued.

“Associated Retail Operations and Fresh Market, like many employers, continue to evaluate not only their legal responsibilities under the ADA, but also what is the right thing to do for their team members who may have disabilities.”

 

 

 

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