1. Home
  2. Newsroom
  3. CACI to Pay $150,000 to Settle EEOC Disability Discrimination Lawsuit
Press Release 08-12-2021

CACI to Pay $150,000 to Settle EEOC Disability Discrimination Lawsuit

CACI Failed to Reasonably Accommodate Employee With Disability, Federal Agency Charged

BALTIMORE – CACI Secured Transformations, LLC, CACI International Inc, and CACI, Inc. – Federal (collectively, CACI) have agreed to pay $150,000 and provide other relief to settle a disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today.

According to the EEOC’s lawsuit, CACI subjected a former systems administrator to disability discrimination when the company refused to grant reasonable accommodations that she requested for her disability. The EEOC charged in its lawsuit that CACI transferred the employee to a new work location that aggravated her disability and refused to transfer her back to her original work location as a reasonable accommodation. The EEOC also charged that CACI subjected the employee to discriminatory discharge when it fired her rather than accommodate her disability.

The Americans with Disabilities Act (ADA) prohibits employers from discriminating against job applicants and employees with disabilities, such as by failing to provide them with reasonable accommodations for their disabilities or discharging them on the basis of their disabilities. The EEOC filed suit in the U.S. District Court for the District of Maryland (Civil Action No. 1:19-cv-02693) after attempting to reach a pre-suit settlement through the agency’s conciliation process.

The parties voluntarily agreed to settle the case before a scheduled trial date, and the consent decree resolving the EEOC’s lawsuit has now been approved by the federal court. In addition to paying $150,000 in monetary relief to the discrimination victim, CACI has agreed to provide specialized training on reasonable accommodation processes and prohibited ADA discrimination to employees involved in receiving requests for accommodations and making or recommending decisions regarding such requests; post a notice of employee rights under the ADA; and report certain information regarding employee reasonable accommodation requests to EEOC for two years.

“Our nation recently celebrated the 31st anniversary of the Americans With Disabilities Act, and yet, all too often, disabled workers who need reasonable accommodations are still not receiving them,” said EEOC Regional Attorney Debra M. Lawrence. “The EEOC will continue to aggressively enforce the ADA requirement that employers reasonably accommodate their workers with disabilities absent undue hardship.”

EEOC Philadelphia District Director Jamie Williamson added, “Training is often the best way to prevent disability discrimination. Ensuring that all employees, especially management, are properly trained regarding their obligations under the ADA, including their duty to engage in good faith, diligent communications with their disabled employees about accommodation needs, is a smart business practice and the right thing to do. Leadership means stewardship of your organization’s most valuable asset – its people.”

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

The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at Stay connected with the latest EEOC news by subscribing to our email updates.