A San Diego Comfort Suites hotel will pay $130,000 to a man in settlement of a disability claim filed by a former autistic employee.

The man had been hired by the Comfort Suites Mission Valley Hotel. Soon after he joined the hotel, he applied for state-provided on-the-job coaching which would have helped him master techniques designed for helping people with autism. However, he was fired in 2008 allegedly because of his disability. The man had earlier worked for another employer, and had good recommendations from that employer.

According to the Equal Employment Opportunity Commission, the operator of the hotel, Tarsadia Hotels has now agreed to pay the man $125,000. The hotel chain will also pay $7,500 to a San Diego group that provides support to people with disabilities. Tarsadia Hotels has also agreed to make changes to its employment policies in order to accommodate employees with disabilities. The company has also been required to make frequent compliance reports to the Equal Employment Opportunity Commission.

In most cases, these settlements and verdicts can be avoided if companies simply make the effort to accommodate employees’ requirements. Making accommodations for a disabled employee can actually be less expensive and time-consuming than coming up against a California employment lawyer later.Under the Americans with Disabilities Act, employers are prohibited from discriminating against qualified workers on the base of disability. All kinds of employers, including private employers, private agencies, and state and local governments are prohibited from discriminating against the disabled.

These employees must receive equal pay, must be treated equally in matters of recruitment and hiring practices, must be subjected to the same promotion and work-assignment criteria, and must enjoy all of the employment-related benefits that nondisabled employees do. Additionally, the Americans with Disabilities Act prohibits employers from retaliating against a disabled employee who asserts his rights.