A Minneapolis-based distributor will pay $50,000 under a consent decree which resolves a disability discrimination lawsuit filed by the EEOC.

The EEOC's lawsuit charged that Baldwin Supply Company violated the Americans with Disabilities Act (ADA) when it refused to allow Timothy E. Collins to return to work after he had a heart attack, and instead fired him.  

According to the EEOC's lawsuit, Collins worked for Baldwin Supply Company at its Hibbing, Minn., location from April 2011 to July 2011 as a laborer, installing conveyor belts.  Collins had a heart attack.  Collins was released by his doctor to return to work with no restrictions, but when he contacted the company to let it know he was available to work, the employer did not allow Collins to return to work.  The EEOC's lawsuit further alleged that Collins contacted the company's managers on several occasions about returning to work, but the company did not contact Collins any further regarding returning to work. An employer cannot refuse to allow an employee to return to work because he has had a heart attack, and is perceived as disabled. 

The consent decree settling the suit provides $50,000 in monetary relief to Collins.  It also requires Baldwin Supply Company to train its Hibbing-based management personnel on the ADA, including its prohibitions against disability discrimination.  The decree also requires Baldwin Supply Company to train its non-management employees on their rights under the ADA, including their right to file discrimination charges with the EEOC.  Finally, Baldwin Supply Company must report complaints of disability discrimination to the EEOC during the decree's two-year term.