This recent case should give managers a warning not to make assumptions about job candidates based on their appearance.
A truck driver applied for a job with a transportation company. During the interview, the hiring manager noticed the applicant had a prosthetic leg. Believing he couldn’t drive a truck safely, the managers wouldn’t offer him the the job.
However, despite his impairment, the applicant was apparently an able-enough motorist to get a commercial driver’s license from the Department of Transportation. He also had several years of experience driving trucks.
When he didn’t get the job, he sued, claiming disability discrimination.
The company tried to fight the claim but was unsuccessful and ended up settling for $56,500.
The lesson for managers: Don’t make assumptions about disabled applicants. You’re allowed to find out if someone can safely do the job, through tests, interview questions or looking at the person’s experience — you don’t need to resort to discrimination based on what you see.
Cite: EEOC v. KLLM Transport, Inc.
