EEOC V. Federal EXPRESS: Case Study
Derek Brown
Dr. Janet Smith
Employment Law BA370
30 June 2011
EEOC V. FEDERAL EXPRESS The EEOC filed suit complaining that FedEx violated Title I of the ADA by failing to provide reasonable accommodations and for discharging him in retaliation for his discrimination complaint. Additionally, the complaint sought compensatory damages (i.e., damages paid to compensate the claimant for actual injury or harms they suffered) and punitive damages (i.e., exemplary damages paid to penalize the defendant) for their alleged failure to act in good faith, and for malice and reckless indifference to his federally-protected rights under the ADA. The district court of Maryland awarded Lockhart the sums of $8,000 in compensatory damages and $100,000 in punitive damages, based on a jury finding against FedEx for failing to reasonably accommodate Lockhart under the ADA. …show more content…
The nature of the wrongdoing that justifies punitive damages is variable and imprecise. The usual terms that characterize conduct justifying these damages include bad faith, fraud, malice, oppression, outrageous, violent, wanton, wicked, and reckless. These aggravating circumstances typically refer to situations in which the defendant acted intentionally, maliciously, or with utter disregard for the rights and interests of the plaintiff. In this case some of the evidence met the standards were; that decision maker was a principal or served the employed in a managerial capacity; and the employer failed to engage in good faith efforts to comply with the
Dr. Janet Smith
Employment Law BA370
30 June 2011
EEOC V. FEDERAL EXPRESS The EEOC filed suit complaining that FedEx violated Title I of the ADA by failing to provide reasonable accommodations and for discharging him in retaliation for his discrimination complaint. Additionally, the complaint sought compensatory damages (i.e., damages paid to compensate the claimant for actual injury or harms they suffered) and punitive damages (i.e., exemplary damages paid to penalize the defendant) for their alleged failure to act in good faith, and for malice and reckless indifference to his federally-protected rights under the ADA. The district court of Maryland awarded Lockhart the sums of $8,000 in compensatory damages and $100,000 in punitive damages, based on a jury finding against FedEx for failing to reasonably accommodate Lockhart under the ADA. …show more content…
The nature of the wrongdoing that justifies punitive damages is variable and imprecise. The usual terms that characterize conduct justifying these damages include bad faith, fraud, malice, oppression, outrageous, violent, wanton, wicked, and reckless. These aggravating circumstances typically refer to situations in which the defendant acted intentionally, maliciously, or with utter disregard for the rights and interests of the plaintiff. In this case some of the evidence met the standards were; that decision maker was a principal or served the employed in a managerial capacity; and the employer failed to engage in good faith efforts to comply with the