Tampa Employment Attorneys Reach $150,000 Settlement for Worker Fired After Seizure
A medical marijuana company has agreed to pay $150,000 to resolve a federal disability discrimination lawsuit handled by Justice Litigation Associates PLLC and the U.S. Equal Employment Opportunity Commission (EEOC). Law360 reported on the settlement on October 15, 2026.
In EEOC v. Fluent Servicing LLC (Case No. 8:25-cv-02522, M.D. Fla.), the EEOC alleged that Fluent violated the Americans with Disabilities Act (ADA) by failing to accommodate our client’s seizure disorder and then firing her. Our client intervened in the case, and attorneys Chad A. Justice and Samuel D. Doxsee represented her.
What the lawsuit alleged
According to the EEOC’s complaint, our client worked for Fluent as a cultivator and had a seizure at work in March 2024. After she missed a few shifts while recovering, the company told her she could not return without a doctor’s note. The EEOC alleged that her doctor recommended hour-long breaks when seizures occur, which happens once or twice a month, and cleared her to work otherwise. The EEOC further alleged that Fluent fired her less than an hour after receiving that note and treated her as having abandoned her job. Cases like this one can involve wrongful termination and retaliation claims.
What the settlement provides
The parties asked the court to approve a consent decree. Beyond the $150,000 payment, the terms reported by Law360 include:
- A new written policy barring discrimination against employees who request disability-related accommodations. It will explain how to submit accommodation requests and will be distributed to all employees and managers once the EEOC approves it.
- Two hours of annual ADA training for managers and HR staff.
- One-hour training for all other employees on how to request accommodations.
“We’re glad to have worked with the EEOC to reach a settlement that helps our client and other Fluent employees defend their disability rights,” said Chad A. Justice.
Your rights under the ADA
Employers must provide reasonable accommodations to employees with disabilities unless doing so would cause undue hardship. Taking adverse action against an employee for asking for an accommodation can be unlawful. Learn more about disability rights and the ADA. If you were fired, disciplined, or pushed out after a medical event or an accommodation request, you may have legal options. Workers can also pursue EEOC claims when an employer’s conduct violates federal anti-discrimination laws.
Talk to a Tampa disability discrimination lawyer
Justice Litigation Associates represents employees only across a full range of employment law matters. We offer free consultations and work on a contingency basis, so you pay no legal fees unless we win. You can also review more of our case results. Call us at (800) 219-1324 or contact us online to discuss your situation.
Read the original coverage: Marijuana Co. Wraps Up EEOC Disability Bias Suit, Law360 Employment Authority (Oct. 15, 2026).
Past results do not guarantee a similar outcome. Every case is different. The settlement is subject to court approval, and the allegations described above are those made by the EEOC.