Greater Baltimore Medical Center “violated the Americans with Disabilities Act by rescinding a job offer for a registered nurse position from a deaf woman, a lawsuit filed Monday in federal court alleges.

The suit filed by the U.S. Equal Employment Opportunity Commission names GBMC Healthcare Inc. and Greater Baltimore Medical Center Inc. as defendants.

The ADA requires employers to provide reasonable accommodations to individuals with disabilities unless doing so would cause undue hardship, according to the suit.

The commission said in a news release that it filed the suit after failing to reach a “pre-litigation settlement.”

“The EEOC is committed to enforcing the rights of people with disabilities,” EEOC District Director Jamie R. Williamson said of the agency’s Philadelphia District. “Employers are required to interact with employees when accommodations are requested and cannot deny accommodations based on fear of disability.”

EEOC attorney Debra Lawrence said in a news release, “The ADA protects workers with disabilities from discrimination, including employment decisions based on myth, fear, or stereotypes associated with disability.”

In February 2023 Jennifer Hoffman applied to GBMC’s main hospital in Towson with experience as a licensed practical nurse at Sinai Hospital, according to the suit. GBMC records indicate that Hoffman was offered a job as a registered nurse March 6, 2023, and accepted it the same day.

According to the suit, the physical requirements listed in the job description were the “ability to stand and walk almost constantly up to 90% of the work time and lifting and positioning patients up to 50% of the work time.” While completing “onboarding tasks, Hoffman told hospital staff she is deaf and asked how to request accommodations, according to the suit. She was then asked to have her health care provider complete a health care assessment form.

The form gave a list of 18 life activities and asked health care providers to check which activities would be substantially limited by the employee’s “impairment,” according to the suit. Hoffman’s health care provider checked only the box for hearing. The health care provider also suggested Hoffman wear a badge identifying her as hard of hearing so that others knew to speak to her slowly and clearly, have a direct way to text her supervisor and have access to power for cochlear implant charging.

On March 13, a week after Hoffman accepted the job, a nurse manager told her she did not appreciate that she didn’t disclose her hearing impairment earlier, according to the suit, and that she would not be allowed to wear the badge.

On March 20, the nurse manager emailed a recruiter to say no accommodations would be made for Hoffman and to “move forward accordingly,” according to the suit. In turn, the recruiter emailed Hoffman that the employment offer was rescinded, according to the suit.

“[Defendants] violated the ADA when they engaged in prohibited conduct on the basis of disability regarding [Hoffman] including failing to engage in an interactive process; denying reasonable accommodations; rescinding a job offer; and refusing to hire [Hoffman],” the suit says.

The suit asks for an order compelling GBMC to institute reforms to prevent further violations, as well as back pay in amounts to be determined at trial.

“GBMC is committed to fostering a diverse, inclusive, and supportive workplace for all our employees, including those with disabilities. While we do not comment on pending legal matters, GBMC is committed to adhering to all applicable employment laws and regulations and takes matters like this case seriously,” a GBMC spokesperson said in an email.

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