Car dealership Randall Ford in Fort Smith, Ark., paid $128,750 as part of the settlement of a disability discrimination lawsuit brought by the EEOC.

The EEOC's lawsuit challenged Randall Ford's treatment of a used-car manager when the company refused to accommodate his disability following surgery on his spine. Among other things, the manager had asked permission to make greater use of a cart that he and other employees already used from time to time. Instead of making such accommodations, Randall Ford fired the manager a few days later.

Under the Americans with Disabilities Act (ADA), it is unlawful to deny a qualified individual with a disability a reasonable accommodation, and it is also unlawful to fire such a person because he needs an accommodation.

In addition to requiring the company to pay $128,750 in damages and back pay to the former manager, the consent decree resolving the case mandates that Randall Ford revise its ADA policy to provide a clear avenue for employees to request a reasonable accommodation.

Additionally, Randall Ford will distribute its revised policy to all employees, post notice of this resolution, and provide disability training to all of its employees.