Power tools manufacturer Black & Decker Corp. rejected Victor Breehne for a ”highly wrist-sensitive job” at a Tennessee plant after medical tests suggested that Breehne was vulnerable to carpal-tunnel syndrome. Now he’s suing, charging that the rejection violates the Americans with Disabilities Act:
The U.S. Equal Employment Opportunity Commission has challenged the use of such tests, which aren’t uncommon in manufacturing settings, on ADA grounds. But it lost a federal lawsuit in 2001 against Rockwell Automation Inc. after that company denied jobs to 72 applicants at an Illinois plant.
(Allison Connolly, “B&D sued after it rescinds job offer”, Baltimore Sun, Oct. 16; “Man sues after job offer rescinded over carpal tunnel test”, Reliable Plant, Oct. 17). For the 2002 U.S. Supreme Court opinion in Echabazal v. Chevron, in which the Court (over vociferous protests from some disabled-rights advocates) unanimously ruled that an employer was not obliged to hire a disabled applicant who was at greater risk of injury and death than other workers, see Mar. 1-3, 2002 and links from there.
2 Comments
Where do you draw the line? No matter what you do you can be sued. I’m waiting for the Blind to file a class action suit against the motion picture and television industries under the ADA laws.
Neat, so I can sue Planter’s because they won’t hire me because they don’t want to have to provide me with a space suit so I can work in their peanut packing plant even though I have a peanut allergy?