The assistant manager had received no training about disability discrimination, and it was three years after the suspension when she became aware that the law required employers to make reasonable accommodations. Even worse, the store's personnel manager had received no training in employment discrimination or ADA requirements, and did not have a copy of the employer's ADA handbook. The Court of Appeals held this corporate indifference to disability discrimination made the company liable for punitive damages. For more information, click here .
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