Horseshoe Casino and Caesars Entertainment Companies to Pay $150,000 in EEOC Disability Discrimination and Retaliation Lawsuit

BALTIMORE — Casino operators CBAC Borrower, LLC, Caesars Baltimore Management Co., LLC, and Caesars Entertainment, Inc., doing business together as Horseshoe Casino, will pay $150,000 and provide other equitable relief to settle a disability discrimination and retaliation lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today.

According to the lawsuit, the casino discriminated and retaliated against a man who worked as a table games dealer at their Horseshoe Casino in Baltimore in violation of the Americans with Disabilities Act (ADA). The employee suffered a heart attack at work and then underwent surgery. When he asked about returning to work, the casino said he could return only if he had no restrictions, failed to engage in the interactive process for providing job accommodations, fired him, and refused to reinstate or rehire him.

“Federal law prohibits employers from refusing to allow disabled employees to return to work because they have disability-related restrictions and it requires them to engage in an interactive process to identify and provide reasonable accommodations,” said EEOC Philadelphia Regional Attorney Debra Lawrence. “The EEOC is committed to ensuring that workers with disabilities are protected under the law.”

Such alleged conduct violates the Americans with Disabilities Act (ADA). The EEOC filed suit (EEOC v. CBAC Borrower, LLC, et al., Case No. 1:25-cv-04297) in the U.S. District Court for the District of Maryland after first attempting to reach a pre-litigation settlement through its administrative conciliation process.

In addition to awarding monetary relief, the three-year consent decree enjoins the casino from discriminating on the basis of disability and from retaliating and interfering with rights secured by the ADA in the future. The decree also requires the casino to train management and non-supervisory employees, and it provides for monitoring and reporting.

For more information on disability discrimination and accommodations, please visit https://www.eeoc.gov/disability-discrimination and https://askjan.org/.

The EEOC’s Philadelphia District Office has jurisdiction over Pennsylvania, Maryland, Delaware, West Virginia, and parts of New Jersey and Ohio. The legal staff of the EEOC also prosecutes discrimination cases in Washington, D.C. and parts of Virginia.

The EEOC is the sole federal agency authorized to investigate and litigate against businesses and other private sector employers for violations of federal laws prohibiting employment discrimination. For public sector employers, the EEOC shares jurisdiction with the Department of Justice’s Civil Rights Division. The EEOC also is responsible for coordinating the federal government’s employment antidiscrimination effort. More information about the EEOC is available at www.eeoc.gov.