Labor & Employment Law Daily Wrap Up, EEOC NEWS—Property management and drilling services companies settle with agency on claims of disability and race bias, (Oct 3, 2025)

By WK Editorial Staff

“The things that were said, and who said them, sent me a strong message that I was not good enough,” said one former employee. “It was uncomfortable.”

In separate matters, two employers have reached agreements with the EEOC to settle claims of discrimination and retaliation by employees. A property management company’s district manager was placed on a PIP immediately after returning from medical leave. A black employee of a drilling services company at a Nevada location described harassment by coworkers and supervisors. The EEOC obtained remedies from both employers.

Disability discrimination settlement. Elon Property Management LLC, a residential property management company operating in multiple states including Florida, has agreed to pay $200,000 to settle a disability discrimination and retaliation lawsuit filed by the EEOC. The EEOC alleged that the employer retaliated against a district manager by placing her on a performance improvement plan immediately after she returned from medical leave and penalized her for occupancy declines during her absence.

The company also required employees returning from medical leave to provide full-duty release notes and physician-signed job descriptions, effectively screening out workers with disabilities who needed accommodations. The alleged conduct violated the Americans with Disabilities Act (ADA). In addition to monetary relief for multiple former employees, under the three-year consent decree, the employer must revise its ADA and leave policies, provide training, post notices, and submit biannual reports to the EEOC. EEOC Regional Attorney Kristen Foslid emphasized, “Policies that require an employee to be 100% before returning to work are unlawful.”

The suit was filed in Florida federal court; the case is No. 8:24-CV-02939-MSS-LSG.

Race discrimination settlement. Boart Longyear Company (US), a global drilling services provider, agreed to pay $177,500 to settle a racial harassment complaint investigated by the EEOC, which found reasonable cause to believe that a Black employee was harassed by supervisors and coworkers at the company’s Elko, Nevada facility between November 2021 and October 2022. The employee described being made uncomfortable at work, stating, “The things that were said, and who said them, sent me a strong message that I was not good enough.” The conduct violated Title VII, the agency concluded.

As part of the settlement, obtained through the conciliation process, the employer will provide compensatory damages, update and redistribute its employee handbook, conduct additional training, post notices about employee rights, track racial harassment complaints, and report to the EEOC for two years. EEOC District Director Christopher Green commended the company for taking steps to prevent future violations.

Companies: Board Longyear Company (US); Elon Property Management LLC

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