Saturday, September 17, 2016

Las Vegas Iraq Veteran With PTSD Filed Discrimination Lawsuit

Lawsuit accuses Wynn of discriminating against worker with PTSD
Associated Press
September 16, 2016

Wynn Las Vegas is accused of discriminating against a U.S. Army veteran who was working for them as a security guard and had been diagnosed with post-traumatic stress disorder.

An exterior view of the Wynn and Encore Tuesday, November 15, 2011.

Steve Marcus
The federal Equal Employment Opportunity Commission filed a lawsuit Friday in Las Vegas, alleging the company refused to accommodate the veteran and aggravated his condition by suspending him.

The lawsuit says the employee served in Iraq and started working in 2007 as an unarmed security officer on bike patrol.
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Wynn Las Vegas denies it discriminated against disabled employee
Las Vegas Review Journal
Jeff German
September 17, 2016

A Wynn Las Vegas spokesman Saturday denied allegations the Strip resort discriminated against a disabled employee diagnosed with post-traumatic stress disorder.

The allegations were leveled in a federal lawsuit filed Friday by the Equal Employment Opportunity Commission.

“We did not discriminate against the employee on the basis of an alleged disability,” Wynn spokesman Michael Weaver said in a statement. “Wynn Resorts profoundly resents the false accusations of the EEOC in taking this action and intends to prove that in court.”

Weaver said the lawsuit is an example of the EEOC’s “frequent irresponsible and ill-conceived actions that often ignore the obvious facts, and in this case, the truth.”

“We are deeply disappointed that the EEOC decided to file a lawsuit three years after our last communication on this matter, rather than contact us and engage in the real work necessary to help an employee ensnared in medical and government bureaucracy. “

The company makes work accommodations under the Americans With Disabilities Act and was prepared to do that for the employee, a security bike officer and U.S. Army veteran, Weaver said.

“Unfortunately, the employee was unable to obtain the certification required by government regulation which would allow us to fairly make an accommodation for him,” Weaver said. “The company worked with the employee for months to help him obtain the necessary medical certification. Eventually, the employee resigned; he was not terminated.”
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