If it’s true they never put her on a PIP, and that’s part of their documented procedures, I foresee a well-deserved large judgement in her favor.
Like what is HR even doing at the Times?
You know, I'd agree if we weren't going to see the ADA get entirely gutted in the next few years and replaced with "you can legally push people in wheelchairs into traffic if they slightly inconvenience you"
Pardon me, they did WHAT THE WHAT NOW?
It seems like even the NYT would have *someone* in the HR department with a clue who paused and said "Have we considered this might not be a great idea?"
Now I’m not saying I support lawyers eviscerating companies in every situation, but in this case… I know the lawyers are smelling blood, and I hope they can get their fill.
For the past 25 years, part of my professional life has involved ensuring the accessibility of electronic resources. The resistance to bringing these things into compliance - even with the specter of a lawsuit, even as it’s now easier than ever to produce compliant documents - is staggering.
I'm reminded of a friend of mine getting fired for always being late... on the day of his sleep study... which he did anyway, and which proved he had Apnea.
My wife successfully won an EEOC claim against her former employer, a big NYC law firm who should've known employment law but it turned out in discovery they hadn't updated their HR policies since 1998.
