That’s when the U.S. Equal Employment Opportunity Commission (EEOC) got involved. After a settlement agreement in July 2012, Goodyear agreed to pay $20,000, re-hire Adams, and enter into a two-year consent decree that included providing anti-discrimination training to managers, human resources department, and supervisors at the Fayetteville plant, posting information at the site about employees’ rights under federal anti-discrimination laws, and providing periodic reports to the EEOC on its hiring practices.
“The EEOC is committed to fighting discrimination in the workplace,” said Lynette A. Barnes, regional attorney for the EEOC's Charlotte District Office. “Employers must be careful not to make assumptions about an individual based on his or her disability.”