Not a Member? Get access to HR news and resources that you can trust.
The raw emotions of a polarized electorate are taking a toll on employee relations. How can HR promote peace?
Is your employee handbook ready for the New Year? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Get the HR education you need without travel expenses or time out of the office.
We don't just visit a city, we take it over. Join us in NOLA -- June 18 - 21, 2017.
A healthcare staffing service that refused to hire an HIV-positive applicant for a position that involved sitting with patients at a U.S Department of Veterans Affairs medical facility will pay $75,000 and offer equitable relief under a consent decree with the U.S. Equal Employment Opportunity Commission (EEOC).
Maxim Healthcare Services Inc. made a conditional offer to the job candidate contingent on completion of a health status certification. Maxim later refused to hire him after receiving his medical evaluation, which noted his HIV-positive status but also stated that he was medically cleared to work, the EEOC alleged. The EEOC did not allege any participation by the VA in Maxim's decision to refuse to assign the candidate because of his HIV-positive status.
After trying unsuccessfully to reach a voluntary pre-litigation settlement through a conciliation process, the EEOC filed suit in federal district court in Pennsylvania alleging violations of the Americans with Disabilities Act (ADA).
In addition to the $75,000 in monetary relief, the three-year consent decree resolving the lawsuit provides that:
*Maxim is permanently enjoined from engaging in disability discrimination or retaliation.
*Maxim will create, enforce and disseminate a policy prohibiting disability discrimination, harassment, and retaliation, and implement a complaint procedure designed to encourage employees to come forward with complaints regarding violations of its policy against discrimination, harassment, and retaliation.
*Maxim will provide training on the ADA and revise its "Health Status Statement Form" to prevent the inadvertent disclosure of medical information.
*Maxim will report to the EEOC regarding its compliance with the consent decree and post a notice about the settlement.
EEOC v. Maxim Healthcare Services Inc., d/b/a Maxim Staffing Solutions, W.D. Pa., Civil Action No. 2:14-cv-00338-MRH (Dec. 4, 2014).
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Become a SHRM Member
SHRM’s HR Vendor Directory contains over 3,200 companies