©2026 Seyfarth Shaw LLP EEOC-INITIATED LITIGATION: 2026 EDITION | 56 same number of breaks and not receiving preferred work schedules. When these employees complained about age and national origin discrimination, the facility allegedly failed to address their concerns and retaliated by terminating at least two workers. KEY SETTLEMENTS SECURED IN FY 2025 EEOC v. Black Diamond Blade Co., 2:25-cv-00242 (D. Ariz.) The EEOC alleged violations of the Americans with Disabilities Act after a welder with diabetes requested a reasonable accommodation in the form of periodic snack breaks to manage his blood sugar levels. The EEOC asserted that the company denied the employee’s accommodation request and retaliated against him after he complained of discrimination, culminating in the termination of his employment. The case was resolved through a two-year consent decree that provides $150,000 in monetary relief to the affected employee. In addition to financial compensation, the decree requires the company to revise its ADA policies, provide mandatory training for all employees and managers on disability discrimination and retaliation, and report compliance efforts to the EEOC. The employer must also ensure prompt and thorough investigation of any future disability-related complaints. EEOC v. Bell Road Tire and Auto LLC, The EEOC resolved a disability discrimination matter after it found reasonable cause to believe the company violated the Americans with Disabilities Act by enforcing a “100% return-to-work” policy, failing to engage in the interactive process for reasonable accommodation, and retaliating against the charging party. According to the EEOC, its investigation also determined that the employer failed to maintain the employee’s medical records separately from their personnel file, in violation of ADA recordkeeping requirements. As described by the EEOC, these practices undermined the employee’s rights under federal law and reflected systemic compliance failures. The matter was resolved through a conciliation agreement requiring the employer to pay $64,500 in monetary relief, appoint an ADA coordinator, update and distribute written ADA policies, and provide enhanced EEO training for supervisors and HR personnel, as well as provide certain regular reporting to the EEOC. KEY CASES FILED IN FY 2025 EEOC v. Barnes & Noble Coll. Booksellers LLC, Case No. 3:25-cv-8142 (N.D. Cal.) According to the EEOC’s complaint, an employee working as a cashier and bookseller at a California store went into pre-term labor in February 2021 and was later diagnosed with postpartum depression. The employee requested unpaid leave beyond the 90-day maximum allowed under the company’s leave policy as a WA MT ID NV CA OR San Francisco AK WA MT ID NV CA OR San Francisco AK EEOC San Francisco District Office DISTRICT PROFILE Director: Christopher Green Regional Attorney: Roberta Steele Merit Cases Filed in FY 2025: 3 Average Days Between Determination Letter & Failure to Conciliate: 32 Average Days Between Failure to Conciliate & Complaint: 168 Average Days Between Determination Letter & Complaint: 238 ©2026 Seyfarth Shaw LLP
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