Equal Employment Opportunity Commission v. Woodbridge Corp.

**EEOC v. Woodbridge Corporation: Court Rules Against Job Applicants in Disability Discrimination Case** This case involved 19 job applicants who were screened out by Woodbridge Corporation during the hiring process due to concerns about carpal tunnel syndrome. The Equal Employment Opportunity Commission (EEOC) sued the company, claiming it violated the Americans with Disabilities Act (ADA) by treating these applicants as if they were disabled when they weren't actually disabled. The court sided with Woodbridge Corporation and dismissed the case. The judge ruled that the EEOC failed to prove the company "regarded" the applicants as disabled under the ADA. The court found that Woodbridge only excluded these applicants from specific production jobs that might worsen carpal tunnel problems, not from all types of work at the company. **What This Means for Workers:** This ruling shows that employers may be able to screen out job applicants from certain positions based on health concerns without violating disability discrimination laws, as long as they're not excluding people from all jobs. Workers should understand that companies might still be allowed to make job-specific health-related decisions during hiring, even if applicants aren't actually disabled. However, each situation depends on specific circumstances.