![]() ![]() ![]() Wal-Mart had claimed that Bradley would pose a safety risk to himself or customers if he worked at the store using a wheelchair or crutches. Wal-Mart Stores, Inc., No.06-1583 ) that reversed a district court ruling dismissing the case. Court of Appeals for the Eighth Circuit ( EEOC v. The settlement followed a February 2007 decision by the U.S. If approved by the court, the EEOC will monitor the company’s compliance with the decree for two years. In a proposed consent decree, which will require court approval, Wal-Mart agreed to pay $300,000 to Bradley, provide ADA training to managers at its Richmond store, notify job applicants about the decree and inform several Kansas City-area job service agencies that that the company seeks to employ qualified individuals with disabilities. ![]() Mo)) alleged that Wal-Mart violated Title I of the Americans with Disabilities Act (ADA) when it refused to hire Bradley. Ultimately, the company refused to hire him. Bradley applied for any available job, but during his interview he was questioned about his ability to work using his wheelchair and was told he was “best suited” for a greeter position. At the time, the retail giant was preparing to open a new 24-hour Supercenter and was conducting mass hiring. In its suit, the EEOC alleged that Wal-Mart refused to hire Steve Bradley, who has cerebral palsy and uses crutches or a wheelchair for mobility, when he applied for employment at its Richmond, Mo., store in 2001. Equal Employment Opportunity Commission (EEOC), the agency announced today. will pay $300,000 to a Hardin, Mo., man to settle a disability discrimination lawsuit brought by the U.S. Retail Giant Refused to Hire Man With Cerebral Palsy, Federal Agency Charged ![]()
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