EEOC Sues Helia Healthcare for Sexual Harassment, Disability Discrimination and Retaliation

CHICAGO – Helia Healthcare, doing business as Doctors Nursing Rehabilitation Center, violated federal laws by subjecting a licensed practical nurse to sexual harassment by a supervisor, failing to accommodate a short medical leave of absence, and then retaliating against her for reporting the harassment, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed today.

According to the suit, a nurse who worked at Helia’s rehabilitation center in Salem, Illinois, was sexually harassed by the director of nursing, which included unwanted physical contact, and she reported the harassment to management.

Also, when the nurse needed a short leave of absence in connection with planned foot surgery, Helia failed to provide leave or make any other accommodation. Instead, the company told her the only option was to quit and reapply for her job, if available. After the employee stated that she believed the failure to accommodate her leave of absence was retaliation for her sexual harassment complaints, Helia banned her from the premises, the EEOC said.

Such alleged conduct violated Title VII of the Civil Rights Act of 1964, which prohibits discrimination based on sex, including sexual harassment. It also violated the Americans with Disabilities Act, which prohibits discrimination based on disability. The EEOC filed suit (EEOC v. Helia Healthcare d/b/a Doctors Nursing Rehabilitation Center, Civil Action No. 3:24-cv-02152) in U.S. District Court for the Northern District of Illinois after first attempting to reach a pre-litigation settlement through its administrative conciliation process.

“Employees should not have to fear losing their jobs when they exercise their rights under the law,” said Gregory Gochanour, regional attorney of the EEOC’s Chicago office. “They have the right to report sexual harassment at work and to request reasonable accommodations for a disability.”

Amrith Aakre, district director of the EEOC’s Chicago office, added, “Employers receiving requests for time off or other accommodations related to physical impairments need to consider their obligations under federal law, which the EEOC will enforce.”

The EEOC’s Chicago District Office has jurisdiction over Illinois, Wisconsin, Minnesota, Iowa and North and South Dakota, with Area Offices in Milwaukee and Minneapolis.

The EEOC prevents and remedies unlawful employment discrimin­ation and advances equal opportunity for all. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.