GardaWorld to Pay $37,500 in EEOC Disability Discrimination Settlement

Background:

ORLANDO, Fla. – Garda CL Southeast, Inc., doing business as GardaWorld, a provider of cash logistics services to banks, financial institutions, and commercial and retail businesses, has agreed to pay $37,500 and implement additional relief measures to settle a disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC).

Allegations:

The EEOC's lawsuit alleged that GardaWorld engaged in disability discrimination by failing to provide reasonable accommodations to a Deaf employee despite his repeated requests for an American Sign Language (ASL) interpreter. The employee had consistently sought accommodation to effectively communicate during orientations, training sessions, meetings with supervisors, performance reviews, and other essential workplace interactions. GardaWorld's refusal to provide these accommodations hindered the employee's ability to fully participate in workplace activities and perform his job duties effectively.

The Americans with Disabilities Act (ADA) prohibits discrimination against qualified individuals with disabilities and requires employers to provide reasonable accommodations unless doing so would cause undue hardship. The EEOC’s investigation found that GardaWorld's failure to accommodate the Deaf employee violated these provisions of the ADA.

Settlement:

To resolve the lawsuit, GardaWorld agreed to a settlement that included a payment of $37,500 to the affected employee. In addition, the company has committed to a three-year decree that mandates several measures to prevent future discrimination. These measures include providing qualified ASL interpreters, either in-person or through video remote interpreting, for Deaf or hard-of-hearing employees during orientations, training, meetings with supervisors, performance reviews, disciplinary meetings, annual meetings, interviews, and other company meetings. GardaWorld will also conduct training on Deaf culture, designate a human resources professional to address complaints or concerns regarding interpreting services and report any complaints to the EEOC.

Conclusion:

This settlement underscores the importance of providing reasonable accommodations to employees with disabilities to ensure their full participation in the workplace. GardaWorld’s commitment to these measures aims to foster a more inclusive work environment for Deaf and hard-of-hearing employees, demonstrating the company's dedication to complying with ADA requirements.