Equal Employment Opportunity Commission v. Day & Zimmerman NPS, Inc.

**Employment Discrimination Case Moves Forward to Trial** This case involved Gregory Marsh, who filed a complaint with the Equal Employment Opportunity Commission (EEOC) against his employer, Day & Zimmerman NPS, Inc. Marsh claimed the company discriminated against him, retaliated against him for filing the EEOC complaint, and failed to provide reasonable accommodations under the Americans with Disabilities Act (ADA). Both the company and the EEOC asked the court to decide the case without a trial through summary judgment motions. However, the court denied both requests in August 2017. The judge found there were genuine factual disputes that needed to be resolved at trial, specifically about whether the company retaliated against Marsh for filing his EEOC charge and whether it interfered with his rights under the ADA. **What This Means for Workers:** This ruling shows that courts take workplace retaliation and disability accommodation issues seriously. When there are disputed facts about whether an employer retaliated against someone for filing an EEOC complaint or failed to provide proper accommodations, these cases typically go to trial rather than being dismissed early. Workers should know they have legal protections against retaliation for reporting discrimination and are entitled to reasonable workplace accommodations for disabilities.