EEOC Sues BAE Systems for Disability Discrimination in Workplace
Author: U.S. Equal Employment Opportunity Commission
Published: 2011/10/06 - Updated: 2025/06/09
Publication Type: Announcement
Category Topic: Discrimination - Related Publications
Contents: Synopsis - Introduction - Main - Insights, Updates
Synopsis: This announcement details a significant lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC) against BAE Systems, Inc., a Virginia-based military vehicle manufacturer, for alleged disability discrimination against employee Ronald Kratz II at its Sealy, Texas facility. The EEOC claimed BAE fired Kratz due to his morbid obesity, a recognized disability, despite his ability to perform his material handler job, and failed to discuss reasonable accommodations. This information is authoritative, stemming from official EEOC documentation and legal proceedings, and is useful for employees, employers, and advocates seeking to understand workplace disability rights under the Americans with Disabilities Act (ADA). It provides clarity on legal protections and employer obligations, making it particularly relevant for people with disabilities, seniors, or those navigating workplace accommodations, as it underscores the importance of fair treatment and the consequences of discriminatory practices - Disabled World (DW).
Introduction
BAE Systems, Inc. (BAE), a Virginia-based military vehicle manufacturer, engaged in unlawful disability discrimination against one of its employees who worked at its location in Sealy, Texas, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit it filed.
Main Content
According to the EEOC's suit (Civil Action No. 4:11-cv-03497), BAE fired Ronald Kratz II because of his disability, morbid obesity, and because it regarded him as disabled.
The agency said that, at the time of his discharge, Kratz was qualified to perform the essential function of his job as a material handler III.
BAE refused to engage in any discussion with him to determine whether reasonable accommodations were possible that would have allowed him to continue to perform the essential function of his job, the EEOC said. The suit asserts that BAE replaced Kratz with someone who was not morbidly obese.
Disability discrimination violates the Americans With Disabilities Act (ADA).
The EEOC filed this suit in U.S. District Court for the Southern District of Texas after first attempting to reach a pre-litigation settlement through its conciliation process. The EEOC seeks lost wages and benefits, compensatory and punitive damages, and injunctive relief, including rightful place reinstatement.
"The law prohibits an employer from firing a morbidly obese worker who can perform his essential job duties, with or without reasonable accommodation," said R.J. Ruff, district director of the agency's Houston District Office. "Mr. Kratz had a good performance rating and did not deserve to be fired."
Jim Sacher, the EEOC's regional attorney in Houston, said;
"The filing of this lawsuit will send a strong message to employers that they cannot fire disabled employees based on perceptions and prejudice. The EEOC will vigorously enforce federal law by prosecuting companies which discriminate by firing productive workers because of their disabilities."
According to the company website BAE Systems, Inc. is the U.S.-based segment of BAE Systems plc, with headquarters in Arlington, Va. Kratz worked for over 15 years at the Sealy, Texas location, around 50 miles from Houston, with BAE Systems' Global Tactical System.
Insights, Analysis, and Developments
Editorial Note: The EEOC's lawsuit against BAE Systems serves as a stark reminder that disability discrimination remains a persistent issue, even in large, resource-rich corporations. This case highlights the need for employers to proactively engage with employees about accommodations rather than relying on outdated assumptions about disabilities like obesity. For workers with disabilities, it reinforces the value of knowing their rights under the ADA and seeking recourse through agencies like the EEOC. Beyond legal accountability, this case calls for a broader cultural shift in workplaces to prioritize inclusion and fairness, ensuring that all employees are judged for their abilities, not their perceived limitations - Disabled World (DW).Attribution/Source(s): This quality-reviewed publication was selected for publishing by the editors of Disabled World (DW) due to its relevance to the disability community. Originally authored by U.S. Equal Employment Opportunity Commission and published on 2011/10/06, this content may have been edited for style, clarity, or brevity.