45 | EEOC-INITIATED LITIGATION: 2026 EDITION ©2026 Seyfarth Shaw LLP KEY CASES FILED IN FY 2025 EEOC v. St. Vincent De Paul Rehab. Serv. Of Texas Inc. D/B/A Peak Performers, Case No. 1:25-cv-1551 (W.D. Tex.) According to the EEOC, following a suicide attempt resulting from mental health conditions, an executive assistant with a disability requested approximately four to six weeks of unpaid leave to receive outpatient medical treatment. Executives with the employer were aware of the executive assistant’s request for time off due to mental health-related disabilities, but denied her request and summarily terminated her employment in April 2024. Ultimately, the executive assistant completed her treatment and would have been able to return to her job within three weeks had the employer provided the requested accommodation. EEOC v. Castle Hills Master Association Inc, et al., Case No. 4:24-cv-871 (E.D. Tex.) Based on the EEOC’s lawsuit, a pregnant resident coordinator was diagnosed with placenta previa, a condition the causes physical symptoms results in a high-risk pregnancy. Following her diagnosis, she notified the defendants about her condition and that she would require a cesarean section. However, approximately a month before her due date, she was hospitalized due to complications related to her condition, for which her doctor ordered she remain on bed rest until she gave birth. The employee notified her supervisor of her hospitalization and need for leave, but while she was still hospitalized, she was notified that her employment was terminated. Allegedly, the employee was also told that the defendants would not accommodate her because they do not provide leave outside of that covered under its short-term disability plan or the Family Medical Leave Act. KEY SETTLEMENTS SECURED IN FY 2025 EEOC v. Heart of Texas Goodwill Indus., Inc., Case No. 6:24-cv-00498 (W.D. Tex.) The employer agreed to pay $75,000 to resolve claims that it refused to consider a deaf applicant for a production team member position. The EEOC’s complaint further alleged that the manager informed the applicant she was ineligible for the role because she could not speak or hear, which were essential functions of the position. Despite the applicant asking the manager whether she could potentially be accommodated, including through the use of cellphones, the manager purportedly informed told her that she would talk to the employer’s human resources department. Despite this, no one followed up with the applicant and she was not hired for the role, despite working in an identical role at Goodwill before applying to the employer. EEOC Dallas District Office DISTRICT PROFILE Director: Travis Nicholson Regional Attorney: Ronald Phillips (Acting) Merit Cases Filed in FY 2025: 3 Average Days Between Determination Letter & Failure to Conciliate: 35 Average Days Between Failure to Conciliate & Complaint: 37 Average Days Between Determination Letter & Complaint: 95 NM TX Dallas ©2026 Seyfarth Shaw LLP
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