©2026 Seyfarth Shaw LLP EEOC-INITIATED LITIGATION: 2026 EDITION | 46 EEOC v. The Results Cos., LLC, Case No. 7:24-cv-00128 (N.D. Tex.) The employer agreed to pay $250,000 to settle a disability discrimination lawsuit filed by the EEOC stemming from its actions in relation to an employee who is blind. The employee, who was hired as a telephonic customer service representative requested to use screen reader software—which converts text and other information into synthesized speech—as a reasonable accommodation so that she could review written material on her computer screen. Despite the employee’s request, the employer did not take reasonable steps to facilitate the use of screen reader software, refused the employee’s suggestion of contacting individuals to provide technical assistant, and ultimately terminated her employment. Per the parties’ two-year consent decree, the employer must also provide internal training regarding its obligations under the Americans with Disabilities Act and implement a plan for processing future accommodation requests. KEY CASES FILED IN FY 2025 EEOC v. Minden Seafood LLC, Dorcheat Seafood LLC, Case No. 5:25-cv-300 (E.D. La.) The EEOC filed a lawsuit against the employer, Minden Seafood, LLC, alleging that the employer violated Title VII by subjecting female employees to a sexually hostile work environment created by male coworkers and supervisors. The complaint asserts that the harassment included repeated unwelcome sexual comments and advances. However, when employees complained about the conduct, the employer allegedly failed to take remedial action and instead retaliated against those who opposed the harassment, including by terminating their employment. EEOC v. Digital Intelligence Systems LLC, Case No. 4:25-cv-4589 (S.D. Tex.) Based on the EEOC’s complaint, the EEOC claims that the employer violated the Americans with Disabilities Act after a recruiter pursued a qualified potential candidate for an accounting analyst position for its client. Yet, upon learning that the candidate was “hard of hearing” and would require an accommodation for the interview, the recruiting efforts abruptly stopped. The recruiter also stopped responding to any of the candidates inquiries, including a question about whether he was being discriminated against due to his disabilities. EEOC Houston District Office DISTRICT PROFILE Director: Rayford O. Irvin Regional Attorney: Rudy L. Sustaita Merit Cases Filed in FY 2025: 8 Average Days Between Determination Letter & Failure to Conciliate: 58 Average Days Between Failure to Conciliate & Complaint: 530 Average Days Between Determination Letter & Complaint: 608 TX LA Houston ©2026 Seyfarth Shaw LLP
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