Discrimination in the Workplace

Ronald Kratz was allegedly fired from his job for being overweight according to the Houston Chronicle. “Ronald Kratz II, who weighed as much as 680 pounds while he was working at BAE Systems in Sealy, says his obesity never kept him from doing his job or receiving high performance ratings during his 16-year career. But one day two years ago, when he reported for an overtime shift on his materials handling job, Kratz was told that he was too heavy to continue performing the work. In an interview with the Chronicle on Wednesday, Kratz said he was called into the human resources office and told he was being terminated because company officials thought he weighed too much. “It was a total surprise," said Kratz, who had received high marks on his two most recent job evaluations. He said company officials declined his offer to take a demotion to keep his job. “I wanted to cry," recalled Kratz, who was earning $21 an hour and supports a wife and three teenagers. He filed a complaint with the Equal Employment Opportunity Commission, which investigated his claims.” (Houston Chronicle)
This was a classic example of discrimination based on the Americans with Disabilities Act. “Title I of the Americans with Disabilities Act of 1990 prohibits private employers, state and local governments, employment agencies, and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment. The ADA covers employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations. The ADA’s nondiscrimination standards also apply to federal sector employees under section 501 of the Rehabilitation Act, as amended, and it’s implementing rules.” (http://www.eeoc.gov/facts/fs-ada.html)
Mr. Kratz, in his