Asurion Faces EEOC Lawsuit for Disability Discrimination

Asurion, a company that provides protection plans for electronics and other items, is facing a lawsuit from the Equal Employment Opportunity Commission (EEOC) for allegedly discriminating against employees with disabilities.

The lawsuit claims that Asurion failed to provide reasonable accommodations for employees with disabilities, leading to their termination. The company has a significant number of employees with disabilities.

According to the EEOC, Asurion's policies and practices unfairly targeted employees with disabilities, resulting in their exclusion from job opportunities.

Asurion faces a fifth employee lawsuit in four years, with a U.S. District Judge ruling in favor of two employees who can now sue the company on behalf of all staffers allegedly forced to work before and after paid hours.

This lawsuit claims Asurion workers are consistently working "off the clock" without pay due to company policy not paying for time spent on preparatory work activities before and after shifts.

The company has faced similar claims before, with a previous lawsuit resulting in a confidential settlement with 26 employees in 2009.

Asurion will be able to challenge the certification at a later stage, seeking to have it revoked, but the judge has already granted "conditional certification of a collective action" under the Fair Labor Standards Act.

If this caught your attention, see: How Does Asurion Work

Asurion, a mobile-telephone insurance provider, is facing yet another employee lawsuit, marking the fifth time in four years that the company has faced a legal setback due to workplace discontent.

This latest lawsuit involves two Asurion employees, Cornelia Benson and Judy Kieffer, who are suing the company on behalf of all staffers allegedly forced to work before and after paid work hours at its two Nashville call centers.

The lawsuit claims that Asurion workers engage in numerous preparatory work activities, including activities related to the operation of their computers, before their paid shift, during unpaid breaks, and after their paid shift.

Asurion's policy and practice is not to pay its call center workers for the time it takes to perform these activities, resulting in workers consistently working "off the clock" without pay.

The company has faced accusations of racial and sexual harassment in three other employee lawsuits settled since 2008, and has also entered into a confidential settlement with 26 employees in a previous lawsuit.

A previous judge granted conditional certification in a similar case, and Asurion paid unspecified amounts to each of the plaintiffs under an agreement finalized in February 2009.

Asurion will be able to challenge the certification at a later stage, seeking to have it revoked.

The company's attorney, Mark Tipps, denies the allegations and anticipates that the collective action will ultimately be dismissed.

For your interest: Will Asurion Cover Cracked Screen

The EEOC sued Asurion for disability discrimination after an applicant was refused a job because she is paraplegic.

The applicant, Lakisha Person, was extremely qualified and deserved the opportunity to be judged based on her abilities instead of her impairment.

The EEOC's lawsuit claims that Asurion refused to hire Person as a customer care representative because of her disability.

The Americans with Disabilities Act prohibits employers from refusing to hire qualified applicants based on myths, fears or stereotypes concerning certain impairments.

Asurion's interviewer abruptly ended the interview without inquiring into Person's skills and relevant work experience after learning she was paralyzed from the waist down.

The EEOC will vigorously protect the rights of persons with disabilities to ensure they have access to the same opportunities for advancement in the workplace as anyone else.

The EEOC is seeking instatement for Person with retroactive benefits, monetary damages, including back pay, compensatory and punitive damages and injunctive relief.

Asurion, LLC agreed to pay $50,000 to settle a federal lawsuit charging disability discrimination brought by the U.S. Equal Employment Opportunity Commission (EEOC).

The lawsuit alleged that Asurion discriminated against Lakisha Person, a woman who is paralyzed from the waist down, by abruptly ending her telephone interview without inquiring into her skills or relevant work experience.

Asurion sought to hire 64 customer care representatives in April 2015, but rejected Person's applications despite her qualifications for the position.

The EEOC filed its lawsuit in U.S. District Court for the Southern District of Mississippi, Northern Division on May 4, 2017, after attempting to reach a pre-litigation settlement through its conciliation process.

The two-year consent decree settling the lawsuit requires Asurion to provide training to its employees on its obligations under the law, review and modify its anti-discrimination policy as necessary, and post notices informing employees of their right to contact the EEOC if they feel they have been discriminated or retaliated against.

Simoni v. Warranty Services, Inc is a notable case that highlights the importance of warranty coverage. It's a class-action lawsuit filed against Warranty Services, Inc, which ultimately led to a settlement.

The case involved a dispute over the warranty terms and conditions provided by Warranty Services, Inc. The plaintiffs claimed that the company's warranty was invalid due to a lack of clear disclosure.

Warranty Services, Inc was ordered to pay damages to the plaintiffs, which included compensation for the costs of repairs and replacement parts. The settlement amount was substantial, demonstrating the potential financial impact of warranty disputes.

Recommended read: Early Warning Services Lawsuit

Asurion, an international customer service support provider, has agreed to pay $50,000 to settle a federal lawsuit charging disability discrimination.

The lawsuit was brought by the EEOC, which alleged that Asurion discriminated against Lakisha Person, a qualified applicant for a customer care representative position. She was paralyzed from the waist down and was abruptly ended the interview without inquiring into her skills or relevant work experience.

The alleged conduct violates the Americans with Disabilities Act, which prohibits discrimination based on an applicant's disability. The EEOC filed its lawsuit after attempting to reach a pre-litigation settlement through its conciliation process.

In addition to monetary relief, the consent decree requires Asurion to provide training to its employees on its obligations under the law and review its anti-discrimination policy.