Horseshoe Casino and Caesars Sued Over Disability Discrimination and Retaliation After Medical Leave

Background

Horseshoe Casino Baltimore is operated by CBAC Borrower, LLC, with management support from Caesars Baltimore Management Co., LLC, and parent company Caesars Entertainment, Inc. The federal lawsuit arises from how the casino operators handled an employee’s medical leave, return-to-work inquiries, and accommodation requests following a serious illness and surgery in 2023. The case centers on compliance with federal disability protections governing medical leave, accommodations, and retaliation.

Incident Details

According to the lawsuit, the employee worked as a table games dealer at Horseshoe Casino in Baltimore. In April 2023, he became ill while on duty and was transported to a local hospital. After undergoing disability-related surgery, the employee later contacted the casino operators to ask about returning to work and to request information regarding possible accommodations.

The complaint alleges that the casino companies failed to engage in an interactive process to assess reasonable accommodations. Instead, they allegedly concluded that the employee could only return if he had no medical restrictions. The lawsuit further claims the companies did not provide accommodations, terminated his employment, and later refused to reinstate or rehire him. The EEOC also alleges that the employers retaliated against the employee and interfered with his rights under federal disability law.

Legal Background

The lawsuit was filed under the Americans with Disabilities Act (ADA). The ADA prohibits discrimination against qualified individuals with disabilities and requires employers to provide reasonable accommodations unless doing so would cause undue hardship. The law also bars retaliation against employees who seek accommodations or exercise protected rights and prohibits interference with those rights.

The EEOC filed the case in the U.S. District Court for the District of Maryland after attempting to resolve the matter through its administrative conciliation process.

Relief Sought

The case is currently in litigation and has not been resolved through settlement. The lawsuit seeks relief that may include back pay, compensatory damages, reinstatement or front pay, and injunctive relief. The EEOC is also seeking changes to the casino operators’ policies and practices, including accommodation procedures and compliance measures designed to prevent future ADA violations.

Key Takeaways

• Employers must engage in an interactive process when employees seek to return from medical leave with restrictions.
• Requiring employees to be “100% healed” before returning to work can violate the ADA if reasonable accommodations are available.
• Retaliation or refusal to rehire after accommodation requests may result in additional legal liability.

Conclusion

The lawsuit against Horseshoe Casino and affiliated Caesars entities underscores the legal risks associated with rigid return-to-work policies following medical leave. Employers in service and hospitality industries, where physical roles are common, are expected to carefully evaluate accommodation requests and avoid automatic exclusions based on medical restrictions. The outcome of the case may further clarify employer obligations under the ADA related to reinstatement, accommodation, and retaliation.