The Americans with Disabilities Act (ADA) explicitly mentions "reassignment to a vacant position" as a valid form of reasonable accommodation. This provision is crucial for employees unable to fulfill their job duties due to a disability, whether or not they have received reasonable accommodation, unless the employer can demonstrate that such action would impose an undue hardship.

This guidance elucidates the obligations of employers as well as the rights of individuals with disabilities. For further information, please visit www.eeoc.gov.

Fact: I submitted extensive documentation to the NY EEOC

I provided the New York EEOC with over 500 pages, including 10 faxes and 7 overnight packages.

Fact: I presented my qualifications to the EEOC

I shared my degree and certification with the NY EEOC, which qualifies me for various roles within Verizon.

Fact: Communication with the EEOC was lacking

I filed a formal complaint with the EEOC Director on July 10, 2015, but did not receive a response.

Additionally, I submitted three written complaints to the EEOC Office of Inspector General, but again, no response was forthcoming.

Q: What did the NY EEOC conclude?

The NY EEOC issued a 'no reasonable cause' letter to me.

Connections of EEOC Leadership

Howard M. Wexler, who represents Verizon, is affiliated with the law firm Seyfarth Shaw, just as Victoria A. Lipnic, the Acting Chair of the EEOC, has worked with the same firm.

The EEOC case dumping issue

Since 1965, the EEOC has faced scrutiny regarding the handling of cases. For instance, from 2001 to 2008, there was a significant reduction in staff, which has raised questions about the agency's capacity to manage complaints effectively.

Observations on EEOC Operations

Despite an increase in the workforce in the U.S. over the years, the EEOC has not seen a corresponding growth in its number of investigators. With 100,000 complaints filed annually and only 666 investigators available, thorough investigations become increasingly unfeasible.

In Closing

The ongoing challenges faced by the EEOC highlight significant systemic issues that affect the handling of discrimination complaints. It's imperative that these concerns are addressed to ensure fair treatment for all individuals.