The EEOC's complaint, filed in U.S. District Court for the District of New Mexico, claims that Christus St. Vincent Regional Medical Center discriminated against a long-term employee who fractured her foot and tore ankle tendons around 2021. After the employee returned from medical leave and worked light duty in a patient care position for several months, she requested reassignment to accommodate her disability-related restrictions.
According to the lawsuit, CSV had a vacant receptionist position available that the employee could perform within her medical restrictions, but the hospital declined to reassign her. Instead, the medical center terminated the employee and stated in its termination letter that she would not be eligible for rehire until she was "fully recovered" or had "a release for full duty." The EEOC alleges this conduct violated the ADA's requirement that employers provide reasonable accommodations for qualified employees with disabilities.
"Policies or practices requiring an employee with a disability to be fully recovered or to return to work at full duty levels violate the ADA," said Mary Jo O'Neill, regional attorney for the EEOC's Phoenix District Office. "Employers are required to make reasonable accommodations for employees with disabilities, absent undue hardship, including reassignment to an open position."
The case reflects the EEOC's continued focus on ensuring employers understand that the ADA requires interactive processes and reasonable accommodations, including job reassignment when an employee can no longer perform essential functions of their current role. The agency first attempted to resolve the matter through its administrative conciliation process before filing the federal lawsuit.
"Requiring employers to provide reasonable accommodations is a crucial part of the ADA and allows employees with disabilities to successfully participate in the workforce," said EEOC Phoenix District Director Melinda Caraballo. "When an employee can no longer perform the essential duties of her current job due to a disability, reassignment to a vacant position should be considered as an accommodation under the ADA."
The lawsuit seeks injunctive relief to prevent future discrimination and monetary damages for the affected employee. The case highlights ongoing enforcement priorities around disability accommodation requirements in healthcare settings, where employers often face complex scheduling and staffing challenges but remain bound by federal anti-discrimination laws.