Wal-Mart recently agreed to pay $150,000 to settle what was an ongoing age and discrimination claim.
The EEOC claimed that Wal-Mart discriminated against the manger of the Keller, Texas location by subjecting him to harassment, discriminatory and unfair treatment. Furthermore, the retail juggernaut failed to provide a reasonable amount of accommodations for David Moorman’s disability. Moorman submitted a request after being diagnosed with diabetes to be reassigned to a store co-manager or an assistant manager. It was at this point that Wal-Mart refused to engage in the interactive process of discussing the request and/or why it was made. The request was eventually rejected.
It was also alleged that this manager was discharged because of his age.
According to the lawsuit, Moorman was ridiculed and frequently bullied by his direct supervisor who called him an “old man” and an “old food guy”.
Wal-Mart will now pay $150,000 in relief to Moorman, as dictated by the terms of the two-year consent decree that settled the case. Wal-Mart also agreed to provide training for employees on the ADA and the ADEA. This training will include instructions on the kind of conduct that may constitute unlawful discrimination or harassment. It was also explained to employees how procedures for handling requests for reasonable accommodations work. Finally, Wal-Mart will have to post a notice to its employees notifying them about the settlement and they will check in with the EEOC to prove compliance with the decree.