WASHINGTON – Alto Experience, Inc., a ride hailing company that currently operates in Texas, Florida, and California, and previously operated in the District of Columbia and Virginia, violated federal law when it denied reasonable accommodations and employment to deaf and hard-of-hearing individuals who applied to work as personal drivers, the U.S. Equal Employment Opportunity Commission (EEOC) alleged in a lawsuit filed today.According to the lawsuit, Alto refused to hire qualified deaf and hard-of-hearing individuals for its personal driver position, despite the ready availability of technological accommodations, and, in some instances, despite previous experience as drivers for other ride-hailing companies. The EEOC also alleged that some qualified deaf and hard-of-hearing individuals who were denied accommodations or employment as personal drivers were steered into in less-desirable car washing positions. During the hiring process, Alto also failed to provide communications accommodations, such as American Sign Language (ASL) interpreters, the EEOC said.Such alleged conduct violates the Americans with Disabilities Act (ADA), which prohibits discrimination in hiring against qualified individuals with disabilities and requires employers to provide reasonable accommodations to qualified employees and applicants with disabilities if doing so would not pose an undue hardship. The EEOC filed suit (EEOC v. Alto Experience, Inc., Case No.1:24-cv-2208), in U.S. District Court for the Eastern District of Virginia after first attempting to reach a voluntary, pre-litigation settlement through its conciliation process. In the lawsuit, the EEOC seeks back pay, compensatory and punitive damages for the aggrieved individuals, and equitable relief to prevent future discrimination.“This lawsuit demonstrates the need for employers to implement available technology when qualified individuals with disabilities need reasonable accommodations,” said EEOC Philadelphia Regional Attorney Debra M. Lawrence.Mindy E. Weinstein, director of the EEOC’s Washington Field Office, said, “The EEOC is committed to protecting the rights of deaf and hard-of-hearing individuals. Too often, employers make incorrect assumptions about their capabilities and do not understand how to provide effective communication accommodations.”For more information on disability discrimination, please visit https://www.eeoc.gov/disability-discrimination.The EEOC’s Washington Field Office has jurisdiction over Washington, D.C., and parts of Virginia. Attorneys in the Philadelphia District Office prosecute discrimination cases within the jurisdiction of the Washington Field Office.The EEOC prevents and remedies unlawful employment discrimination and advances equal opportunity for all. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.
Brief
On 06/12/2024, the Equal Employment Opportunity Commission issued an update regarding EEOC Sues Alto Experience, Inc. for Disability Discrimination. The lawsuit alleges that Alto Experience, Inc. denied reasonable accommodations and employment to deaf and hard-of-hearing individuals who applied to work as personal drivers, violating federal law under the Americans with Disabilities Act (ADA).
Highlights content goes here...
Purpose:
Alto Experience, Inc., a ride-hailing company operating in Texas, Florida, California, and previously in Washington D.C. and Virginia, is being sued by the U.S. Equal Employment Opportunity Commission (EEOC) for violating federal law by denying reasonable accommodations and employment to deaf and hard-of-hearing individuals who applied to work as personal drivers.
The EEOC alleges that Alto refused to hire qualified deaf and hard-of-hearing individuals despite the availability of technological accommodations, and in some cases, previous experience working as drivers for other ride-hailing companies. The lawsuit aims to prevent future discrimination and secure back pay, compensatory, and punitive damages for affected individuals.
Effects on Industry:
The lawsuit’s outcome may have significant implications for the ride-hailing industry, setting a precedent for employers to provide reasonable accommodations for employees with disabilities. Companies like Alto Experience, Inc. will need to reassess their hiring practices and ensure compliance with federal law, potentially leading to increased costs and changes in operational procedures.
Moreover, this case highlights the importance of implementing accessible technologies to enable people with disabilities to participate fully in the workforce. The industry may see a shift towards incorporating more inclusive features and accommodations to attract and retain talented individuals from diverse backgrounds.
Relevant Stakeholders:
The stakeholders affected by this lawsuit include:
- Deaf and hard-of-hearing individuals who apply for jobs as personal drivers
- Ride-hailing companies, including Alto Experience, Inc.
- Regulatory bodies, such as the EEOC
- Industry associations and advocacy groups representing people with disabilities
As a result of the lawsuit, these stakeholders may need to adapt their policies and practices to ensure compliance with federal law. This could involve implementing new technologies or training programs to provide reasonable accommodations for employees with disabilities.
Next Steps:
The next steps in this case will be determined by the court’s ruling on the EEOC’s allegations against Alto Experience, Inc. If the lawsuit is successful, the company may need to implement changes to its hiring practices and provide back pay or other damages to affected individuals.
In addition, the EEOC may continue to monitor ride-hailing companies’ compliance with federal law, potentially leading to further litigation or enforcement actions if necessary. The outcome of this case will have a lasting impact on the industry’s approach to accessibility and inclusion.
Any Other Relevant Information:
The EEOC has jurisdiction over Washington D.C. and parts of Virginia, and its Philadelphia District Office prosecutes discrimination cases within that region. The agency is committed to protecting the rights of people with disabilities and preventing unlawful employment discrimination.
As a result of this lawsuit, ride-hailing companies may need to review their hiring practices and policies to ensure compliance with federal law. This could involve training programs for employees, changes to operational procedures, or investments in accessible technologies to support employees with disabilities.
