Cancer Patient Fired: EEOC Sues Evans Solutions
Author: EEOC
Published: 2009/08/06 - Updated: 2026/02/08
Publication Type: Announcement
Category Topic: Laws and Rights - Related Publications
Contents: Synopsis - Introduction - Main - Insights, Updates
Synopsis: This announcement details an employment discrimination case filed by the U.S. Equal Employment Opportunity Commission against Evans Solutions, Inc., a Detroit-based charter school services provider. The case centers on Doris Bennett, a social worker who was terminated in July 2007, three months after disclosing her breast cancer diagnosis to her supervisor, despite having a strong performance record. The information is authoritative because it comes directly from the EEOC, the federal agency responsible for enforcing the Americans With Disabilities Act, and provides specific case details including court filing information (Case No. 2:09CV13016). This case serves as an important reference for workers with cancer or other medical conditions who face employment discrimination, illustrating how federal law protects against termination based on disability or perceived disability, and demonstrates the EEOC's commitment to challenging employer decisions rooted in unfounded fears about employees with serious medical conditions - Disabled World (DW).
Introduction
Evans Solutions Sued for Disability Discrimination
A Detroit provider of charter school education and related education services violated federal law by firing an employee because of her breast cancer, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit.
Main Content
According to the EEOC's suit (EEOC v. Evans Solutions, Inc., Case No. 2:09CV13016) filed in U.S. District Court for the Eastern District of Michigan, Doris Bennett worked successfully for Evans Solutions as a school social worker.
In April 2007, Bennett advised her supervisor that she had been diagnosed with breast cancer and would need to take leave for treatment.
Despite the fact that she had been performing well at her job, Evans Solutions terminated her employment in July 2007 for unspecified reasons, the only social worker terminated by the company. The true reason for her termination was the breast cancer diagnosis, the EEOC asserted.
Such alleged conduct violates the Americans With Disabilities Act (ADA), which prohibits employers from terminating employees because of such medical conditions. The agency seeks to recover monetary compensation for Bennett in the form of back pay and compensatory damages for emotional distress, as well as punitive damages. The EEOC filed suit after first attempting to reach a voluntary settlement.
"Ms. Bennett had already proven her worth to the employer, but the management chose to terminate her despite her fine work record," said EEOC Indianapolis Regional Attorney Laurie Young, whose jurisdiction includes Michigan. "The EEOC will vigorously pursue violations of the ADA when employers base their decisions on baseless myths, fears and stereotypes about people with cancer."
The EEOC is responsible for enforcing federal laws prohibiting employment discrimination.
Insights, Analysis, and Developments
Editorial Note: The Evans Solutions case represents a crucial test of ADA protections for cancer patients in the workplace, particularly those whose diagnoses occur during active employment. While the lawsuit seeks financial compensation for Bennett including back pay, emotional distress damages, and punitive measures, the broader implications extend to how employers nationwide handle disclosure of serious medical conditions. The case underscores a persistent workplace reality: despite decades of disability rights legislation, some employers still make termination decisions based on irrational concerns about cancer rather than actual job performance. For employees navigating similar situations, this case reinforces that federal law explicitly prohibits discrimination based on cancer diagnosis, and that the EEOC stands ready to pursue legal action when voluntary settlements fail. The outcome of this litigation could influence how education providers and other employers approach accommodation requests and employment decisions involving workers undergoing cancer treatment - 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 EEOC and published on 2009/08/06, this content may have been edited for style, clarity, or brevity.