November 12, 2014
In the month of October, 2014, a woman by the name of Laura Jones applied at a Baltimore, MD Wal-Mart for employment. The hiring procedure was going normally until the process reached the drug testing. The woman was asked to submit to a urinalysis within 24 hours in order to be further considered for employment at the company. Mrs. Jones went down to the drug testing facility to submit a sample but was unable to provide a urine sample due to her particular condition. She then returned from the drug testing facility to speak with a supervisor at the company to let them know that she was unable to provide a sample, ...view middle of the document...
Wal-Mart has to change its form for drug screenings and to tell potential employees that alternate drug tests will be obtainable for applicants who have been offered employment that have a condition to where they cannot produce a urine sample and how to request alternative testing. Wal-Mart has to provide training on the new drug testing form to its market and regional human resources directors, as well as to people with hiring responsibility. The company will also furnish other remedial and preventive measures. Wal-Mart also has to post a notice regarding the outcome of the lawsuit.
What is the EEOC? The EEOC stands for the Equal Employment Opportunity Commission. The EEOC is accountable for imposing federal laws that make it unlawful to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases). Most labor unions and employment agencies are also covered ("U.S. EEOC", 2014).
The lawsuit between the EEOC and Wal-Mart resulted in Wal-Mart having to pay $72,500 to Mrs. Jones for monetary relief. Wal-Mart was also kept from taking any future adverse employment actions on the basis of disability and failing to provide reasonable accommodations. The lawsuit did result in a social change in Wal-Mart. The Wal-Mart stores are now required to be more accommodating towards people with disabilities looking for employment. They are also required to train their hiring personnel on the American Disabilities Act and the revised drug screen form. This additional training allows the Wal-Mart associates to be more educated in hiring personnel with disabilities. This training will also make...