Texas Staffing Agency Resolves EEOC Disability Lawsuit
Peak Performers, officially known as St. Vincent de Paul Rehabilitation Services of Texas, Inc., is an Austin-based staffing agency that specializes in providing staffing and recruitment services for workers with disabilities. Recently, the agency agreed to pay $160,000 to a former employee with a disability and implement significant reforms to settle a disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC).
The EEOC’s lawsuit detailed a troubling incident involving an executive assistant who, after a suicide attempt linked to mental health conditions, requested approximately four to six weeks of unpaid leave for outpatient medical treatment. Despite the executives at Peak Performers being aware of her request for time off to seek necessary treatment, the company denied her request and subsequently terminated her employment in April 2024. The EEOC asserted that the executive assistant had completed her treatment and would have been ready to return to work within three weeks.
This conduct, as alleged in the complaint, is a violation of the Americans with Disabilities Act (ADA). The ADA mandates that employers provide reasonable accommodations for known disabilities unless doing so would impose an undue hardship. Additionally, it prohibits employers from terminating employees based on their disabilities, especially when such terminations result from the employer’s failure to provide reasonable accommodations.
The EEOC initiated the lawsuit (U.S. EEOC v. St. Vincent De Paul Rehabilitation Services of Texas, Inc. d/b/a Peak Performers, Case No. 1:25-cv-1551) in the U.S. District Court for the Western District of Texas, Austin Division. Before the case could go to trial or any findings regarding the EEOC’s claims, the EEOC and Peak Performers reached a settlement. On January 6, the federal court approved a two-year consent decree to resolve the litigation.
As part of the settlement, in addition to the $160,000 payment to the former executive assistant, the consent decree imposes several important requirements on Peak Performers. The agency is now prohibited from engaging in any form of disability discrimination. Furthermore, it must adopt and implement an ADA compliance policy that includes extensive procedures aimed at protecting the rights of disabled workers. The decree also mandates comprehensive ADA compliance training for human resources personnel and other decision-makers within the organization.
Source: EEOC
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Peak Performers, officially known as St. Vincent de Paul Rehabilitation Services of Texas, Inc., is an Austin-based staffing agency that specializes in providing staffing and recruitment services for workers with disabilities. Recently, the agency agreed to pay $160,000 to a former employee with a disability and implement significant reforms to settle a disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC).
The EEOC’s lawsuit detailed a troubling incident involving an executive assistant who, after a suicide attempt linked to mental health conditions, requested approximately four to six weeks of unpaid leave for outpatient medical treatment. Despite the executives at Peak Performers being aware of her request for time off to seek necessary treatment, the company denied her request and subsequently terminated her employment in April 2024. The EEOC asserted that the executive assistant had completed her treatment and would have been ready to return to work within three weeks.
This conduct, as alleged in the complaint, is a violation of the Americans with Disabilities Act (ADA). The ADA mandates that employers provide reasonable accommodations for known disabilities unless doing so would impose an undue hardship. Additionally, it prohibits employers from terminating employees based on their disabilities, especially when such terminations result from the employer’s failure to provide reasonable accommodations.
The EEOC initiated the lawsuit (U.S. EEOC v. St. Vincent De Paul Rehabilitation Services of Texas, Inc. d/b/a Peak Performers, Case No. 1:25-cv-1551) in the U.S. District Court for the Western District of Texas, Austin Division. Before the case could go to trial or any findings regarding the EEOC’s claims, the EEOC and Peak Performers reached a settlement. On January 6, the federal court approved a two-year consent decree to resolve the litigation.
As part of the settlement, in addition to the $160,000 payment to the former executive assistant, the consent decree imposes several important requirements on Peak Performers. The agency is now prohibited from engaging in any form of disability discrimination. Furthermore, it must adopt and implement an ADA compliance policy that includes extensive procedures aimed at protecting the rights of disabled workers. The decree also mandates comprehensive ADA compliance training for human resources personnel and other decision-makers within the organization.
Source: EEOC
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