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Creative Networks to Pay $57,500 to Settle EEOC Disability Discrimination Suit 12/16/98, 19:41 AM disabilities, and also mandates that employers provide reasonable accommodations to people with disabilities absent undue hardship. At the time of settlement, the case was scheduled for trial on monetary damages and injunctive relief. "I am thrilled with this settlement and sincerely hope this is a lesson for Creative Networks and other employers that do not know about or understand the necessity of providing reasonable accommodations without impediments," said Duran, who initially filed the discrimination charge against Creative Networks with the EEOC. "What means the most to me is that this is a win for the deaf community and future deaf applicants." EEOC Trial Attorney Hillary Valderrama said, "it is vital that employers' policies reflect the importance of providing equal employment opportunities for applicants and employees with disabilities. I am pleased that Creative Networks has agreed to inform applicants and employees of their rights and to change its policies in order to provide these individuals with reasonable accommodations under the ADA." EEOC Regional Attorney Mary Jo O'Neill added, "One would expect that a disability services company would be the last place to commit disability discrimination. For over 20 years, it has been a violation of federal law for employers to refuse reasonable accommodations to qualified applicants and employees with disabilities. One size does not fit all - any policy that imposes an absolute limit on an accommodation risks violating the ADA. Employers must take the time to individually assess the accommodations that qualified applicants and employees with disabilities need and to engage them in a dialogue aimed at enabling them to do the job. It's what the law requires, and it's just good business." District Director Rayford O. Irvin, of the EEOC's Phoenix District Office, added, "Employers must take the time to learn what reasonable accommodations qualified applicants and employees with disabilities need and evaluate the employer's ability to meet those needs rather than creating rigid policies that limit the availability of reasonable accommodations." The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov. CONNECT WITH US r Privacy Policy j Disclaimer I USA.Oov https://www.eeoc.gov/eeoc/newsroom/release/9-23-13a.cfm Page 2 of 2