Las Vegas’ Downtown Grand Settles $720K Discrimination Lawsuit 

A downtown Las Vegas casino reached a $720,000 settlement with the U.S. Equal Employment Opportunity Commission late last week.

The EEOC announced the news on Thursday night. It had taken Downtown Grand to court in Nevada last year. The lawsuit was over allegations the casino and hotel discriminated against dozens of disabled employees over several years.

In one egregious example, the Downtown Grand allegedly terminated the contract of an employee with colon cancer because he was medically required to wear a colostomy bag on the job. 

The EEOC claimed many of those incidents violated the Americans with Disabilities Act, or ADA. 

As well as the $720,000 settlement, the casino has also agreed to put in enhanced monitoring procedures to ensure adherence to the ADA in the future. Downtown Grand Hotel & Casino settled out of court without admitting any legal failings. It has yet to comment on the settlement to the media. 

It also recently saw the departure of its general manager, Andrew Economon. He left the job in late February this year after two and half years in the role. 

The Allegations

The EEOC initiated legal proceedings against the Downtown Grand in April 2023. It represented dozens of employees who said they were discriminated against by management there, going back to 2018.

The claims included the aforementioned stage IV colon cancer patient who was refused shifts because of his colostomy bag, and a blackjack dealer who was refused a request to operate a craps table instead because of his sciatica.

Casino management was also accused of retaliating against workers who kicked up a fuss about their unfair and possibly illegal treatment. Several had their contracts terminated, while others were given downgraded positions or unfair working conditions to encourage them to leave. 

The Settlement 

The Downtown Grand has now agreed to pay $750K in settlement for the claims, without admitting any legal failings.

It has also said it will put in place more robust procedures in this area in the future. That includes employing a full-time equal opportunity monitor for staff and customers, updating policy and protocol for when conflicts do arise, and providing training for existing managers and workforce.

The court is legally allowed to monitor the situation at the Downtown Grand for the next three years to ensure compliance. 

“The EEOC will continue to vigorously investigate and pursue cases under the ADA, to uphold the law and protect the rights of disabled employees,” said Michael Mendoza, head of the EEOC’s Las Vegas office.

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