Disabled rights roundup

  • Willingness of Connecticut courts to order accommodation of mental disorders is not limitless, as in case of “dazed and confused” teacher who “frequently reported to the wrong school or for the wrong class” [Chris Engler at Dan Schwartz’s Connecticut Employment Law Blog; Langello v. West Haven Board of Education]
  • “‘Seinfeld’ diner sued for not being handicap-friendly” [NY Post] Florida lawyers descend on New Jersey to file ADA suits [N.J. Civil Justice Institute]
  • “Plaintiffs want to expand lawsuit against Disney for how it treats guests with autism” [Orlando Sentinel]
  • It’s “sad that we need a federal appellate court to remind us” that ADA’s protection of alcoholism does not actually immunize worker fired after repeatedly driving municipal employer’s vehicles drunk [Jon Hyman, Ohio Employer Law Blog]
  • “Employers beware: EEOC appears to be stepping up disability discrimination enforcement” [Hyman] EEOC sues Wal-Mart over firing of intellectually disabled employee [Rockford Register-Star, EEOC]
  • Nice crowd your ADA racket attracts, California [Modesto Bee]
  • Argument: Employers that use “emotional intelligence” measurement in evaluating job applicants may be violating ADA rights of those with autism [Michael John Carley, HuffPo]


  • I sympathize with the teacher. I went to the wrong class room once. Of course, it was the first day of school and I was seven years old.


  • Still just a matter of time, barring a little revolution of course, till employers submit their hiring request to the govt and are forced to accept whoever is chosen for them by “the system.”

    Wait for the trial balloon, it’s coming.

  • Before its demise in 1982, one of the Woolco stores in Long Island was accused of discrimination in failing to hire a deaf mute applicant for a sales position in its electronics department, said position being an associate in the stereo and music area, selling and demonstrating high price components. When I pointed out the position required the ability to hear, the NYS Division of Human Rights investigator’s response was to shrug her shoulder, and say, “It’s a big store, there must be something she can do.” I said that wasn’t the issue, it was the applicant’s ability to perform the essential duties of the job, to which there was no response, other than to recommend a finding of discrimination. The matter was resolved two years later with a $1000.00 “settlement with a non admission clause.”
    A cost of doing business not covered in business schools.