The EEOC’s suit, (Civil Action No.  4:09-CV-0715, filed in U.S. District Court for the Eastern District of  Arkansas, at Little Rock), charged that Starbucks failed to hire Chuck Hannay  because of his multiple sclerosis.  According to the EEOC, Hannay applied for one of six open barista  positions but was never contacted for an interview. EEOC alleged that individuals with less  experience and availability were hired instead of Hannay.

Such conduct violates the Americans  With Disabilities Act (ADA), which  prohibits employment discrimination based on a person’s disability.

In addition to the monetary relief, the consent decree  settling the suit, approved by U.S. District Judge Brian Miller, enjoins  Starbucks from discriminating on the bases of disability and retaliation. Further, the decree requires the company to  provide training to its managers and assistant managers on disability  discrimination, to submit two reports to the EEOC on the training and any such  complaints, and to post a notice reinforcing the company’s policies on the ADA. Starbucks will also make a good-faith effort  to hire individuals with disabilities at its Russellville location by notifying  Arkansas Rehabilitation Services of all job openings.