Filed Date: Jan. 29, 1997
Closed Date: May 29, 1998
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The EEOC's Birmingham district office sued The Heil Company on January 29, 1997 in the U.S. District Court for the Northern District of Alabama. The EEOC alleged that the defendant violated the Americans with Disabilities Act when it discriminated based on perceived disability. The parties entered into a consent decree on May 29, 1998, which stipulated that the defendant would pay the complainant damages pursuant to mediation, post a notice of compliance with the ADA, provide for a hiring process for individuals with disabilities, and report the results of this hiring process to the EEOC.
Summary Authors
Aaron Weismann (7/17/2007)
For PACER's information on parties and their attorneys, see: https://www.courtlistener.com/docket/5195827/parties/eeoc-v-the-heil-company/
Smith, Charles Lynwood (Alabama)
See docket on RECAP: https://www.courtlistener.com/docket/5195827/eeoc-v-the-heil-company/
Last updated Aug. 18, 2025, 12:28 a.m.
State / Territory: Alabama
Case Type(s):
Special Collection(s):
Key Dates
Filing Date: Jan. 29, 1997
Closing Date: May 29, 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
The Heil Company (Fort Payne, AL), Private Entity/Person
Case Details
Causes of Action:
Americans with Disabilities Act (ADA), 42 U.S.C. §§ 12111 et seq.
Available Documents:
Injunctive (or Injunctive-like) Relief
Outcome
Prevailing Party: Plaintiff
Nature of Relief:
Injunction / Injunctive-like Settlement
Source of Relief:
Form of Settlement:
Court Approved Settlement or Consent Decree
Content of Injunction:
Other requirements regarding hiring, promotion, retention
Post/Distribute Notice of Rights / EE Law
Order Duration: 1998 - 2000
Issues
Discrimination Area:
Discharge / Constructive Discharge / Layoff
Discrimination Basis:
Disability (inc. reasonable accommodations)
EEOC-centric: