There was this one, this one, and now yet another multi-million dollar settlement with the EEOC involving allegations that an employer had an inflexible leave policy. The EEOC announced that Dillard’s had agreed to pay $2 million as part of a consent decree to resolve the agency’s allegations relating to the company’s medical inquiries and a “maximum-leave policy limiting the amount of health-related leave an employee could take and, in practice, [] not regularly engag[ing] in an interactive process with employees to determine if more leave was allowed under the ADA as an accommodation of the employee’s disability.”

According to the EEOC, the consent decree  “requires that Dillard’s hire a consultant with ADA experience to review and revise company policies as appropriate,”  implement “effective training” for supervisors and staff on the ADA and, develop a centralized tracking system for employee complaints involving disability discrimination.