Reference no: EM132809622

A major hotel corporation agreed to pay $85,000, provide $15,000 worth of paid leave and offer other relief to a New York employee to settle a discrimination lawsuit, according to the U.S. Equal Employment Opportunity Commission (EEOC).

The employee works at the Grand Hyatt hotel in New York City as a front desk agent, according to the lawsuit. He suffers from a back impairment that flares up and becomes painful when standing for long periods of time. He requested a chair, which the hotel provided - only to take it away two weeks later, requiring him to stand once again.

The EEOC argued sitting did not prevent the worker from doing his job effectively and that providing him a chair to relieve the back pain was not an "undue burden" on the hotel. By not making a reasonable accommodation, the hotel was violating federal civil rights laws, the EEOC said.

As part of the settlement agreement the employee will get a chair to use on the job, and Hyatt Corporation will pay him $85,000 while providing him six weeks of paid leave. Hyatt will also be required to make additional employee training and inform the EEOC about future accommodation requests.

QUESTION:

1) What type of discrimination was taking place in this situation? How do you know?

2) The employee has the burden of proving the manager has committed an illegal act. In what way(s) can he prove it?

3) Would the employee be more concerned about providing intent or results? Explain why?