Companies May Not Revoke a Job Offer after Learning of an Applicant's Disability

The U.S. Equal Employment Opportunity Commission has recently filed a lawsuit against a property management company in which the EEOC alleges that the company revoked a job offer that it had made to an applicant after the company learned that the prospective employee suffered from a disability.  The EEOC's lawsuit claims that the company made a job offer to the employee to work as an administrative employee, but then learned that the employee had subsequently been diagnosed with a common form of breast cancer.  The prospective employee's doctor confirmed that she could still perform the job, but she would need limited time off of work each week for treatment.  Instead of discussing this request for a reasonable accommodation with the employee, the company withdrew her job offer.  This alleged conduct is a violation of the Americans with Disabilities Act.  The ADA prohibits employers from discriminating against employees, including those who have not yet started working, due to a disability or a reasonable request for an accommodation related to a disability.  See Case No. 1:24-cv-10370 (D. Mass.)