Filed Date: March 31, 1998
Closed Date: 1998
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The EEOC's Houston district office sued World Fitness Centers, Inc., a Texas corporation, on March 31, 1998 in the U.S. District Court for the Southern District of Texas. The EEOC's complaint is unavailable; however, the EEOC's causes of action are listed in the consent decree, entered on November 19, 1998. The EEOC alleged that World Fitness violated the Americans with Disabilities Act when it discriminated against one of its employees by terminating her as a receptionist because of her disability (epilepsy). The consent decree stipulated that World Fitness would pay $10,000 in damages to the aggrieved employee, will not discriminate in the future based on disability, will provide epilepsy education to its managerial and supervisory staff, and post a notice of compliance with the ADA.
Summary Authors
Aaron Weismann (6/1/2007)
Last updated March 27, 2025, 8:27 a.m.
State / Territory:
Case Type(s):
Special Collection(s):
EEOC Study — in sample
Key Dates
Filing Date: March 31, 1998
Closing Date: 1998
Case Ongoing: No
Plaintiffs
Plaintiff Description:
Equal Employment Opportunity Commission, on behalf of one or more workers.
Plaintiff Type(s):
Attorney Organizations:
Public Interest Lawyer: Yes
Filed Pro Se: No
Class Action Sought: No
Class Action Outcome: Not sought
Defendants
Private Entity/Person
World Fitness Centers, Inc.
Case Details
Causes of Action:
Americans with Disabilities Act (ADA), 42 U.S.C. §§ 12111 et seq.
Other Dockets:
Southern District of Texas 4:98-cv-00913
Available Documents:
Injunctive (or Injunctive-like) Relief
Outcome
Prevailing Party: Plaintiff OR Mixed
Relief Granted:
Injunction / Injunctive-like Settlement
Source of Relief:
Form of Settlement:
Court Approved Settlement or Consent Decree
Content of Injunction:
Post/Distribute Notice of Rights / EE Law
Provide antidiscrimination training
Amount Defendant Pays: 10000
Order Duration: 1998 - 2000
Issues
Discrimination Area:
Discharge / Constructive Discharge / Layoff
Discrimination Basis:
Disability (inc. reasonable accommodations)
EEOC-centric: