Women with Disabilities, Chronic Health Issues Screening For Breast Cancer Less Often

Women with disabilities are a third less likely to participate in breast cancer screening and a quarter less likely to take part in bowel cancer screening compared to women reporting no disabilities, according to a new paper published in the British Journal of Cancer by researchers from the University of Oxford.

originally published by Medical XPress Sept. 28, 2017                                                                   

More than a fifth of the nearly 500,000 women who were offered breast or bowel cancer screening reported some disability; difficulties with mobility were the most commonly reported. Women with two or more disabilities were less likely to take part in screening compared to women who had one disability, according to the Million Women Study partly funded by Cancer Research UK.

Women with disabilities that affected eyesight, mobility and the ability to take care of themselves were the least likely to take part in cancer screening. Women who reported any disability and also did not have access to a car were more likely to miss breast screenings.

Dr Sarah Floud, lead researcher based at the University of Oxford, said: "While taking part in screening is a personal choice, our research suggests that women with disabilities may not have equal access to screening programmes. This is despite the fact that all people of the relevant age groups are routinely invited for free cancer screening, and that the screening programmes offer special arrangements for people with disabilities."

Women were considered to have a disability if they reported difficulty walking up a flight of stairs and said their walking pace was slow or if they reported their hearing, eyesight or memory to be poor. Disabilities also included difficulty bathing or dressing.

Dr Julie Sharp, Cancer Research UK's head of health and patient information, said: "This research highlights the various practical barriers that can prevent women with disabilities from taking part in screening. Having a better understanding of their specific needs means that the design of screening programmes can be improved to ensure people with disabilities can take up invitations to screening if they choose."
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Explore further: Women with severe, chronic health issues are screened for breast cancer less often

More information: Floud et al. Disability and participation in breast and bowel cancer screening in England: a large prospective study. British Journal of cancer, www.nature.com/bjc/journal/vao … ull/bjc2017331a.html 
https://medicalxpress.com/partners/cancer-research-uk/

EEOC Sues S&C Electric Co.in Chicago for Age and Disability Discrimination

Employer Fired Employee After 52 Years of Service Rather Than Returning Him From Medical Leave, Federal Agency Charges

CHICAGO - Sept 19, 2017 - S&C Electric Co. in Chicago unlawfully fired an employee on the bases of age and disability, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit it filed today.

The EEOC charges that S&C committed age and disability discrimination when it terminated Richard Rascher after he was released to return to work after taking an approved medical leave for cancer and a hip fracture. S&C fired Rascher, who was 74, after 52 years of service to the company, according to the EEOC.

Such alleged conduct violates the Americans with Disability Act (ADA) and the Age Discrimination in Employment Act (ADEA), EEOC claims in its federal complaint. The ADA prohibits disability discrimination, and the ADEA prohibits age discrimination.

The EEOC filed suit after first attempting to reach a pre-litigation settlement through its conciliation process. The case, EEOC v. S&C Electric Co., Civil Action No. 17-cv-6753, was filed in U.S. District Court for the Northern District of Illinois, and was assigned to U.S. District Judge Robert W. Gettleman. The EEOC's lawsuit seeks both monetary and injunctive relief. The government's litigation effort will be led by Trial Attorneys Miles Shultz and Richard Mrizek and EEOC Supervisory Trial Attorney Diane Smason.

"After an approved leave, S&C refused to allow an employee with over a half century of service to simply return to work," said Julianne Bowman, the EEOC's district director in Chicago. "Our investigation revealed Mr. Rascher was fully cleared to return to work, but that S&C insisted he 'retire' instead."

Gregory Gochanour, the EEOC's regional attorney in Chicago, added, "It is illegal for an employer to insist an employee retire when returning from an approved medical leave when the employee is cleared to go back to work. This is classic discrimination, based on both age and disability."

The EEOC's Chicago District Office is responsible for processing charges of discrimin­ation, adminis­trative enforcement and the conduct of agency litigation in Illinois, Wisconsin, Minnesota, Iowa and North and South Dakota, with Area Offices in Milwaukee and Minneapolis.

The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov.  Stay connected with the latest EEOC news by subscribing to our email updates.

source: EEOC press release

EEOC Sues Wynn Las Vegas for Disability Discrimination

Employee with Ovarian Cancer Denied Leave and Fired, Federal Agency Charged

LAS VEGAS - Sept 14, 2017 - The U.S. Equal Employment Opportunity Commission (EEOC) has filed a lawsuit against the Wynn Las Vegas hotel/casino for violating federal law when it denied medical leave to and fired an employee because of her disability, the agency announced today.

According to EEOC's lawsuit, in early 2013, after informing her manager that her ovarian cancer had returned, an employee requested leave to undergo surgery and to recover from the procedure. The EEOC contends that the Wynn Las Vegas failed to provide the employee with the requested leave for her medical treatment and discharged her due to her disability. The EEOC also contends that the Wynn Las Vegas discriminated against a class of similarly aggrieved employees based on their disabilities.

Such alleged conduct violates the Americans with Disabilities Act (ADA). The EEOC filed suit in U.S. District Court of Nevada (EEOC v. Wynn Las Vegas, Case No.2:17-cv-02405) after first attempting to reach a pre-litigation settlement through its conciliation process. The agency seeks back pay and compensatory and punitive damages, along with injunctive relief to prevent and address any future disability discrimination.

"Disability discrimination continues to be a perpetual problem, and employers should be cognizant of their responsibilities under federal law," said Anna Park, regional attorney for EEOC's Los Angeles District, which includes Las Vegas in its jurisdiction.

Wendy Martin, director of EEOC's Las Vegas local office, added, "Engaging in the interactive process assists employers in providing reasonable accommodations to employees with disabilities. It is the employer's responsibility to make sure that all supervisors and managers are properly trained on the laws against disability discrimination."

According to its website, www.wynnlasvegas.com, the company owns and operates an integrated luxury resort, which includes casinos, a golf course, spas, hotels, entertain­ment venues, along with restaurants and shops on the Las Vegas strip.

The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.

source: EEOC press release

EEOC Sues Illinois Action for Children for Disability Discrimination, Fired Employee with Cancer

Employer Fired Employee with Cancer Instead of Granting Request for Medical Leave, Federal Agency Charges

CHICAGO - August 2017 - Illinois Action for Children fired an employee who was on leave receiving treatment for breast cancer rather than granting her request for additional leave for more treatment, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit it filed today. 

Such alleged conduct violates under the Americans with Disabilities Act (ADA), which prohibits disability discrimination in employment. The EEOC brought the suit (EEOC v. Illinois Action for Children, Civil Action No. 17-cv-6224) in U.S. District Court for the Northern District of Illinois, Eastern Division on Aug. 28, after first attempting to reach a pre-litigation settlement through its conciliation process. The case has been assigned to U.S. District Judge Rebecca R. Pallmeyer.

EEOC Chicago District Director Julianne Bowman said, "Our investigation revealed that Illinois Action for Children fired Myrnie Brown while she was receiving treatments for breast cancer rather than granting her request from her doctor for a short period of additional leave to receive additional treatment. Ms. Brown had been employed with Illinois Action for Children for almost two and half years at the time of her termination. Although Illinois Action for Children eventually rehired Ms. Brown, because of her termination over breast cancer leave, she was denied the opportunity to work at her job for over six months."

EEOC Chicago District Regional Attorney Greg Gochanour pointed out that employers have a duty to provide reasonable accommodations to people with disabilities that enable them to perform the essential functions of their job. Courts have repeatedly found that in certain circumstances, a leave of absence may constitute a reasonable accommodation under the ADA. EEOC guidance states than an employer may have to accommodate an employee who is unable to work while she is undergoing chemotherapy or other treatments, Gochanour added.

Gochanour said, "Anyone suffering from breast cancer has enough to face and overcome without her employer violating federal law and denying her adequate leave to combat her illness.  When such a situation sadly occurs, the EEOC is ready to step in and fight for people who are fighting discrimination as well as cancer." 

The EEOC is seeking full make-whole relief, including back pay, compensatory and punitive damages, and non-monetary measures to correct Illinois Action for Children's practices going forward.

The EEOC's Chicago District Office is responsible for processing charges of employment discrimination, administrative enforcement, and the conduct of agency litigation in Illinois, Wisconsin, Minnesota, Iowa and North and South Dakota, with Area Offices in Milwaukee and Minneapolis.

The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov.  Stay connected with the latest EEOC news by subscribing to our email updates.

source: EEOC Press Release August 28, 2017

https://www.eeoc.gov/eeoc/newsroom/release/8-28-17b.cfm

Cancer Patient Sues New Jersey Agency, Discrimination of State Services of Person with A Disability

ASBURY PARK, N.J. — Four months after she learned she had breast cancer, Jennifer Giordano still didn't feel comfortable walking around her husband and children — let alone strangers — without a wrap to cover her bald head.

article by Steph Solis, Asbury Park (N.J.) Press | July 26, 2017                                                      
So when an employee at the Motor Vehicle Commission office in Eatontown refused to renew Giordano's license using an old photograph, she broke down sobbing. The employee insisted she remove her headscarf to take a new photograph, according to court documents.

"You have to take that thing off," Giordano, 40, of Brick, recalled the employee saying the afternoon of June 14.

Now Giordano is suing the New Jersey Motor Vehicle Commission, alleging the agency discriminated against her and caused her emotional distress, noting that state law allows people undergoing medical treatment to use their old photographs for new licenses.

Eventually, another employee intervened and produced Giordano's license with her old photo, but Giordano wants to see the agency review its policies and train employees on how to treat patrons with medical or religious exemptions.

"That would be like me telling you, 'Take your shirt off, take your bra off and just walk around,' " said Giordano, recalling how she felt. "It's like exposing yourself in a very raw way that's not necessary, and then to have that picture on my license for years."

"If you're going through a chemotherapy regimen that causes you to lose your hair, you shouldn't be made to feel that way by anybody, especially a state agency," Giordano added. "They're kind of held to a higher standard."

The New Jersey Motor Vehicle Commission declined to comment, citing pending litigation.

Giordano, who moved to Brick from Ocean Township last year, said she needed the updated license so she could register for classes at Ocean County College. She plans to pursue a career in nursing — all while raising three boys and battling breast cancer.

State law dictates that motorists whose physical appearances may change during medical treatment can renew their license using an old photo. The extension of the old photo requires documentation from a doctor and can't exceed a year from the license's expiration date.

Giordano later learned the agency also allows people wearing headscarves for medical or religious reasons to keep them on for their new photos.

"The treatment Jennifer received at the MVC was appalling and illegal," her attorneys Richard Schall and Patricia Barasch said in a statement. "Breast cancer is a disability under the law and the MVC should not have harassed our client in this way — especially when the remedy — to use her old photograph — existed."

It's not the first time a cancer patient faced hurdles at an MVC in New Jersey. Joanne Jodry of Neptune City said in October 2015 that she was not allowed to get her license renewed with an old photograph when she went to the Freehold office. They said she had to take new photo wearing her headscarf.

Chemotherapy patients often experience nausea, fatigue and hair loss, as well as trauma from losing one's hair, according to the American Cancer Society.

"The loss of hair can cause a substantial amount of stress for some, if not many," said Len Lichtenfeld, deputy chief medical officer for the American Cancer Society.

Giordano's blonde curls started falling out two weeks into her chemotherapy treatment. She bought a wig and eventually switched to wearing headscarves. She said losing her curls, which she considered part of her identity, became a constant reminder of her battle against cancer.

"In our society, hair is a big deal, and then just not having it anymore — it's a lot," she said.

Just a few weeks ago, she started walking around bald in her house.

"It's been four or five months that I had it and I just now started to get a little more comfortable around my husband and children," she said. "I certainly didn't want to stand at the DMV full of strangers and take it off when I wasn't even walking around my own home like that."

Giordano was in a room full of people when she was told to remove her headscarf.

After about 10 minutes, another employee took Giordano's paperwork and produced a new license using her old photo. She asked Giordano to take a seat while it printed.

People walked up to Giordano as she waited for her license. According to the lawsuit, a woman claimed she overheard the first employee say, "Can you believe that b—? Does she think she is the only person who ever had cancer?"

When a manager approached Giordano with the license, she explained the situation. The manager said their policy allows people with headscarves for medical or religious reasons, according to the lawsuit.

"Clearly, she doesn't know that," Giordano said, pointing to the first employee.

The experience has stuck with Giordano; she still breaks down when she recalls what happened. The lawsuit, she says, is the only way she could think to ensure the agency would train its employees to handle such situations better.

"Sometimes our voice is our only weapon," Giordano said. "This is not OK to treat people this way, especially in this day and age where hate seems to be so prevalent and judgment seems to be so prevalent."

FOR  A VIDEO INTERVIEW WITH JENNIFER GIORDANO, VISIT:http://www.app.com/story/news/local/eatontown-asbury-park/2017/07/26/take-thing-off-cancer-patient-sues-over-treatment-mvc/507611001/

Illinois-Based IDEX Corporation to Pay $380,000 to Settle EEOC Disability Discrimination Lawsuit

Illinois-Based Global Company Fired Regional Manager in Florida Because of His Cancer, Federal Agency Charged

IDEX Corporation, a Lake Forest, Ill.- based manufacturer and supplier of fluidics systems with locations nationwide, will pay $380,000 and furnish significant relief to resolve a disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today.

According to the EEOC's lawsuit, an IDEX regional manager based in Miami who had successfully performed his job was diagnosed with cancer in 2010. The manager continued to perform his job well, even while undergoing treatment, the EEOC said. During the period of his treatment, however, supervisors repeatedly asked the manager invasive questions about his illness and questioned his ability to perform job tasks. On Dec. 8, 2011, IDEX fired the regional manager because of his disability, the EEOC said.

Disability discrimination violates the Americans with Disabilities Act (ADA). The EEOC filed suit against IDEX in U.S. District Court for the Southern District of Florida, Miami Division (EEOC v. IDEX Corporation, Case No. 1:15-cv-22777-DPG/TURNOFF (S.D. Fla.)) after first attempting to reach a pre-litigation settlement though its conciliation process.

In addition to the $380,000 in monetary relief to the terminated employee, the two-year consent decree resolving the suit also requires IDEX to create a disability discrimination policy to be used with IDEX's U.S.-based employees. The company is also required to train all U.S.-based human resources managers on the ADA's prohibition against disability discrimination and the rights and responsibilities of managers and employees under the ADA, as well as IDEX's new policy. The HR managers will, in turn, train all U.S.-based managers on these matters. IDEX also will address questions managers may have about the company's new policy and review hypothetical accommodation request scenarios with managers. IDEX must post and distribute notices concerning the decree through email, its company website, and at locations nationwide.

Also, IDEX must make periodic reports to the EEOC, including reports on employees who are involuntarily separated from IDEX during the decree's duration, and who requested and/or received a medical or health-related accommodation, including ADA accommodations, within the six months prior to that employee's involuntarily separation from IDEX.

"The conduct in this case is a shocking reminder of why the Americans With Disabilities Act is such a critical law," said EEOC Miami District Director Michael Farrell. "Situations like this demonstrate why the EEOC's law enforcement responsibilities are so important in today's workplace."

EEOC Miami District Office Regional Attorney Robert Weisberg added, "The ADA was intended to eradicate the mistreatment of employees with disabilities based on misconceptions about their ability to perform their jobs."

The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.

SOURCE: press release 04/19/2017

Cushman & Wakefield Real Estate will Pay $100,000 to Settle EEOC Disability Discrimination Lawsuit

Commercial Real Estate Services Company Fired Employee with Breast Cancer, Federal Agency Charged

BALTIMORE - March, 3, 2017 - Commercial Real Estate Services Company Cushman & Wakefield will pay $100,000 and furnish significant relief to resolve a federal disability discrimination lawsuit, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit it announced today.

According to the suit, Toi Patterson worked for Cushman & Wakefield at its Columbia, Md., facility for nine years, first as an administrative assistant, and after a promotion, as a senior administrator, when she requested medical leave for her breast cancer treatment pursuant to the Family Medical Leave Act (FMLA). While on FMLA leave, Patterson requested, as a reasonable accommodation, to return to work on a part-time basis while she underwent treatment and advised that she might need additional unpaid leave after her surgery. The EEOC charged that Cushman & Wakefield fired Patterson because of her disability instead of allowing her to work part-time or providing another reasonable accommodation that would have allowed her to remain employed.

The Americans with Disabilities Act (ADA) prohibits disability discrimination. The ADA also requires employers to provide reasonable accommodations to qualified individuals with disabilities, such as a modified work schedule or unpaid leave, unless doing so would cause a significant expense or difficulty to the employer. The EEOC filed its lawsuit in U.S. District Court for the District of Maryland, Northern Division (EEOC v. Cassidy Turley Commercial Real Estate Services, Inc., trading as, Cushman & Wakefield, Civil Action No. 1:16-cv-02788-JKB), after first attempting to reach a pre-litigation settle¬ment through its conciliation process.

In addition to the $100,000 in monetary relief to Patterson, the 18-month consent decree resolving the suit enjoins Cushman & Wakefield from violating the ADA, including refusing to provide reasonable accommodations. Cushman & Wakefield will revise and distribute to all employees a reasonable accom¬modations policy, which will identify part-time and modified work schedules, as well as unpaid leave, as examples of accommodations. It will provide annual ADA training to all managers, supervisors, and human resources personnel at its Columbia location, and inform all newly hired employees about its reasonable accommodation policies and the ADA. The company will also report to the EEOC on how it handles any complaints of disability discrimination and post a notice regarding the settlement.

"Employers run afoul of the ADA if they don't communicate with an employee with a disability to determine what reasonable accommodation, such as a modified work schedule or unpaid leave, that would keep the individual employed without imposing an undue hardship," said Spencer H. Lewis, Jr., district director of the EEOC's Philadelphia District Office. 

EEOC Regional Attorney Debra M. Lawrence added, "We are pleased that Cushman & Wakefield worked with us to craft an amicable settlement that compensates Ms. Patterson for her losses and that is designed to protect all applicants and employees from disability discrimination."

Chicago-headquartered Cushman & Wakefield is a leading global real estate services firm, with over 250 offices worldwide, with revenues of $5 billion. The firm operates in more than 60 countries and has over 43,000 employees.

The EEOC Philadelphia District Office has jurisdiction over Pennsylvania, Maryland, Delaware, West Virginia and parts of New Jersey and Ohio. The legal staff of the EEOC Philadelphia District Office also prosecutes discrimination cases arising from Washington, D.C. and parts of Virginia.

The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employ-ment discrimination. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.

SOURCE: Press Release EEOC

CHICAGO MEETING SEPT. 29 TO ADDRESS LOW-INCOME CANCER PROGRAMS INEQUITIES

CHICAGO --- The Chicago Cancer Health Equity Collaborative (ChicagoCHEC), a National Cancer Institute-funded initiative to reduce cancer disparity in Chicago's low-income neighborhoods, will host its First Annual Community Report and Symposium from 8 a.m. to 3 p.m. on Thursday, Sept. 29, at Chicago’s Malcolm X College, 1900 W. Jackson Blvd.

The free, all-day symposium will be open to the public and provide a detailed look at the ongoing work of the ChicagoCHEC partnership, led by researchers from the Robert H. Lurie Comprehensive Cancer Center of Northwestern University, the University of Illinois at Chicago and Northeastern Illinois University.

According to data from the Illinois Department of Public Health, low-income Chicago communities that are predominantly African-American or Latino face cancer death rates up to double the national average.

“We’re establishing an innovative, community-driven and collaborative platform to foster meaningful cancer research, education, training and outreach across the Metropolitan Chicagoland area,” said Dr. Melissa A. Simon, the George H. Gardner, MD, Professor of Clinical Gynecology in obstetrics and gynecology at Northwestern University Feinberg School of Medicine, and co-director of the Lurie Cancer Center’s Cancer Control and Survivorship Research Program.

“Our goal is to transform how community engagement and research are conducted, thus changing the architecture of how we collectively improve health equity.”

The symposium will feature a panel of public health care providers, a town hall forum and networking opportunities to mobilize Chicago communities in the areas of cancer survivorship, health care access and delivery, research and clinical trials, community capacity building and cancer health education.

A diverse panel of cancer survivors will discuss their journeys, including how they have accessed services and how community organizations have supported them.

Dr. Linda Rae Murray, the former chief medical officer from Cook County Health and Hospital System, and breast cancer survivor Roz Varon, the Emmy Award-winning traffic/transportation anchor for ABC 7, will deliver keynote speeches at the event. Cook County Commissioner, 7th District, Jesus Garcia will deliver the final keynote address to close the event. 

“The racial and ethnic disparities in health care outcomes are an alarming and urgent public health issue,” said Dr. Robert Winn, associate vice president for community-based practice at UI Health, director of the University of Illinois Cancer Center and professor of medicine at the UIC College of Medicine. “As we seek to end these disparities in Chicago, I am excited that three institutions are at the table -- together with the community -- asking how can we can better conduct research and reach diverse communities. We know the traditional top-down approach isn't working, so it's time to engage with the community in a new way."

The community steering committee of ChicagoCHEC is at the heart of the coalition’s efforts, according to Dr. Moira Stuart, associate professor of health, physical education, recreation and athletics at Northeastern.

“The 20-plus key community stakeholders on the committee represent the diversity of Chicago communities related to race/ethnicity, gender, sexual orientation and disability,” Stuart said. “Our community steering committee is central to guiding the strategic efforts to foster meaningful partnerships across Chicago communities.”

According to Christina Ciecierski, associate professor of economics at Northeastern Illinois University:

• “In addition to community and institutional partnerships, supporting collaborative research to improve cancer prevention, early detection, treatment and survivorship is an essential element of this partnership.” 
• Joanne Glenn, co-chair of the ChicagoCHEC community steering committee, said she attended the town hall meeting last year that launched ChicagoCHEC because she wanted to hear about an effort that didn’t just “talk the talk.”
• “ChicagoCHEC is a first-of-its-kind collaboration across academia, research and community in the Midwest, and I am honored to be involved in something that is addressing and identifying the community needs by involving diverse community partners and constituents,” Glenn said. “Thanks for ‘walking the walk,’ CHEC.”

The Symposium will kick off a series of local community events taking place in Chicago through 2016 and 2017. 

More information about ChicagoCHEC, the symposium and event registration can be found on www.chicagochec.org.

SOURCE: Northwestern University News article by Kristin Samuelson | Sept. 2016

Dee Snider performs Stripped Down Version Of 'We're Not Gonna Take It' For Criss Angel's Cancer Charity

Dee Snider has released a video showing him performing a piano-led version of Twisted Sister classic "We're Not Gonna Take It".

Directed by musician and illusionist Criss Angel who the video produced to help raise awareness of Angel's new Cancer Charity, HELP (Heal Every Life Possible). It was founded in honour of his two-year-old son, who is in remission from leukaemia.

YouTube published by Criss Angel | Aug. 19, 2016