Discrimination in the workplace is an unfortunate reality that many individuals face. It can come in different forms, including racial, gender, and disability discrimination.

This article will focus on individuals with diabetes who were terminated from their employment since 1990. We will discuss the impact of such discrimination on the employees’ lives, the reasons behind their termination, their legal options, and the steps companies can take to avoid similar incidents in the future.

Impact of Termination on Employees with Diabetes

Being terminated from a job can have serious consequences on an individual’s life, especially for those with diabetes.

Losing a job means losing access to employee-sponsored health insurance, which can make it more challenging to manage the disease. It can also lead to financial strain and difficulties in finding new employment.

According to a study by the American Diabetes Association, individuals with diabetes who lost their jobs after a diabetes diagnosis experienced greater difficulty managing their blood sugar levels.

The stress of unemployment, combined with the added stress of managing diabetes, can lead to a decline in health outcomes.

Reasons Behind Termination

There is no single reason why companies terminate employees with diabetes. In some cases, it could be due to their inability to perform essential job functions.

For instance, if an individual is working in a job that requires them to operate heavy machinery and their diabetes caused them to have frequent hypoglycemic episodes, the employer may terminate them for safety reasons.

However, in many cases, discrimination is the reason behind an employee’s termination.

Some employers may view diabetes as a liability, assuming that the employee will require frequent medical attention or may experience complications that could impact their ability to work. As a result, they may choose to terminate the employee to avoid potential legal or financial risks.

Legal Options for Terminated Employees with Diabetes

Terminated employees with diabetes may have different legal options available to them, depending on the circumstances of their termination.

If the termination was due to discrimination, the employee may choose to file a complaint with the Equal Employment Opportunity Commission (EEOC). The EEOC investigates claims of discrimination and may pursue legal action on behalf of the employee.

Employees who lose their jobs due to a failure to accommodate their diabetes may also have legal recourse.

The Americans with Disabilities Act (ADA) requires employers to make reasonable accommodations for employees with disabilities, including diabetes.

If an employee requests an accommodation, such as permission to take breaks to check their blood sugar or to keep a snack nearby in case of hypoglycemia, the employer is required to consider the request and provide an accommodation if it is reasonable.

Steps Companies Can Take to Avoid Discrimination

Employers can take several steps to avoid discrimination against employees with diabetes. First and foremost, they should ensure that all employees are educated about diabetes and how it can be managed.

This could include training on how to recognize and respond to hypoglycemia, and how to provide support to coworkers with diabetes.

Employers should also review their policies around disability accommodations and ensure that they are in compliance with the ADA.

This could include updating their accommodation request form and training managers on how to respond to accommodation requests. Additionally, employers should ensure that their health insurance plans provide coverage for diabetes treatments and medications, and that employees have access to healthcare professionals who can help them manage their disease.

Conclusion

The termination of employees with diabetes since 1990 highlights a disturbing trend in employment discrimination. Losing a job after a diabetes diagnosis can have severe consequences on an individual’s health and financial well-being.

While individuals have legal options available to them, employers must take a proactive approach to avoid discrimination in the first place. By educating their employees, reviewing their policies, and providing support and accommodations, employers can ensure that they are creating a safe and inclusive environment for their employees with diabetes.