Overview

ACTIVE REAL Case Summary ADA & ADEA Potential Violations Client/Employee Age: 72 Current Position: Still employed, $95,000 base salary + $20,000 annual commission (approx.) Legal Focus: Disability and Age Discrimination (ADA & ADEA) Background Client took a 90-day company-approved medical leave (March June 2025) under the Americans with Disabilities Act (ADA) for severe coronary artery disease and open-heart surgery. Prior to leave, HR confirmed in writing that his position would be held and available upon return. Upon returning on June 9, 2025, Client learned that: His original position had been permanently reassigned to a 40-year-old unqualified contractor. He was not reinstated to his previous role or an equivalent one. Current Employment Status Client remains employed at the same compensation, but: No longer holds the same responsibilities or organizational status. Has lost access to senior leadership and decision-making roles previously held. Feels his role has been materially diminished without explanation or accommodation. Client’s Formal Communication to Employer Client emailed the CEO, COO, and HR requesting: Reinstatement to his former position or to a truly equivalent role in terms of authority, responsibility, and leadership. Expressed concern that: Changes made during leave were not temporary or discussed with him. His mental and physical health have been negatively affected by the abrupt role change. Cited concerns under both the ADA and ADEA (Age Discrimination in Employment Act). Legal Objective Client is seeking: Immediate legal assistance to initiate pre-EEOC settlement discussions with employer’s legal counsel. Open to hourly or flat rate compensation. Willing to hire immediately. All interested attorneys will receive a response.