EEOC v. Kohl’s Department Store

What if an employee quits before hearing us out on our response to her reasonable accommodation request? Is my company liable?

Posted on January 30, 2015

No—according to a recent decision of the First Circuit Court of Appeals. EEOC v. Kohl’s Department Store, Inc., No. 14-1268 (1st Cir. Dec. 19, 2014). If an employee quits when she gets a negative response to her request for accommodation and fails to actually participate in the interactive process, the employer does not face liability. In this case, an employee suffering from type I diabetes worked for Kohl’s as a sales associate. The employee made a request for a particular type of accommodation related to her disability, which involved a particular schedule. Kohl’s was not willing to agree to the schedule outlined by the employee, but was willing to talk about other schedule options. But, before they could continue the conversation with the plaintiff, she stormed out and quit (and ignored Kohl’s later efforts to contact her and resume the discussion). The First Circuit found that Kohl’s was not liable.…

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