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Discrimination Settlement: Champion Media to Pay $102,500 for Denying Deaf Applicant Interview Accommodation

A recent lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC) against Champion Media, LLC has been settled, with the North Carolina-based publishing company agreeing to pay $102,500 and implement other significant changes. The lawsuit accused Champion Media of disability discrimination for refusing to provide a sign language interpreter to a deaf job applicant.

The incident occurred at Champion Media's printing facility in Lumberton, North Carolina. A qualified deaf applicant was selected for an in-person interview after an initial phone conversation assisted by a video relay service. The applicant simply requested a sign language interpreter for the interview as a reasonable accommodation. Instead of providing the interpreter, Champion Media canceled the interview and ultimately did not hire the applicant.

The EEOC stated that this action violates the Americans with Disabilities Act (ADA). The ADA makes it illegal for companies to discriminate against individuals with disabilities in hiring and requires employers to provide reasonable accommodations during the hiring process, unless doing so would cause undue hardship.

Beyond the monetary damages, the three-year consent decree mandates that Champion Media will:

Conduct annual training sessions for its employees.
Post an employee notice regarding ADA rights.
Submit periodic compliance reports to the EEOC.
Melinda C. Dugas, regional attorney for the EEOC’s Charlotte District, emphasized the importance of this case, stating, "Under the ADA, the mandate that employers provide reasonable accommodations to qualified individuals with disabilities applies to job applicants as well as to existing employees. This includes providing individuals with disabilities access to all aspects of the hiring process.”

This settlement serves as a crucial reminder that equal access and reasonable accommodation are not just good practices, but legal requirements in the hiring process for individuals with disabilities.
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