Ohio Wendy’s Faces Lawsuit Over Disability and Age Discrimination Claims
Wendy’s International, LLC has come under fire for allegedly violating federal law by discriminating against a district manager based on both disability and age. This serious charge was brought to light by the U.S. Equal Employment Opportunity Commission (EEOC) in a recent lawsuit.
The lawsuit details the case of a district manager who had been with Wendy’s and its franchises since the early 1990s. In 2022, this Columbus, Ohio-based manager, who was in his early 50s, took an approved medical leave for surgery related to a disability. After his surgery, his healthcare provider cleared him to return to work. However, Wendy’s refused to allow his return, insisting that he remain on leave and conditioning his employment on his ability to work without any restrictions. Ultimately, the company terminated his employment.
Furthermore, the EEOC claims that Wendy’s exhibited a preference for younger employees in the years leading up to the district manager’s termination. This pattern of behavior raises significant concerns regarding age discrimination, which is prohibited under the Age Discrimination in Employment Act (ADEA).
The allegations outlined in the complaint are serious violations of both the Americans with Disabilities Act (ADA) and the ADEA. The ADA mandates that employers provide reasonable accommodations to employees with disabilities unless doing so would impose an undue hardship on the business. The EEOC took legal action (EEOC v. Wendy’s International, LLC, Case No. 2:25-cv-01516) in the U.S. District Court for the Southern District of Ohio after unsuccessful attempts to resolve the matter through its administrative conciliation process.
Source: EEOC
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Wendy’s International, LLC has come under fire for allegedly violating federal law by discriminating against a district manager based on both disability and age. This serious charge was brought to light by the U.S. Equal Employment Opportunity Commission (EEOC) in a recent lawsuit.
The lawsuit details the case of a district manager who had been with Wendy’s and its franchises since the early 1990s. In 2022, this Columbus, Ohio-based manager, who was in his early 50s, took an approved medical leave for surgery related to a disability. After his surgery, his healthcare provider cleared him to return to work. However, Wendy’s refused to allow his return, insisting that he remain on leave and conditioning his employment on his ability to work without any restrictions. Ultimately, the company terminated his employment.
Furthermore, the EEOC claims that Wendy’s exhibited a preference for younger employees in the years leading up to the district manager’s termination. This pattern of behavior raises significant concerns regarding age discrimination, which is prohibited under the Age Discrimination in Employment Act (ADEA).
The allegations outlined in the complaint are serious violations of both the Americans with Disabilities Act (ADA) and the ADEA. The ADA mandates that employers provide reasonable accommodations to employees with disabilities unless doing so would impose an undue hardship on the business. The EEOC took legal action (EEOC v. Wendy’s International, LLC, Case No. 2:25-cv-01516) in the U.S. District Court for the Southern District of Ohio after unsuccessful attempts to resolve the matter through its administrative conciliation process.
Source: EEOC
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