EEOC Sues Louisiana Firm Over Seizure-Based Firing
The federal agency alleges Hunt Forest Products fired a worker after learning he had a seizure, despite his ability to keep working safely.
Updated on Nov. 4, 2026 in Human Resources
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The U.S. Equal Employment Opportunity Commission sued Hunt Forest Products LLC, a Louisiana wood products manufacturer, for terminating employee Thomas J. Benedetti after he had a seizure. The lawsuit was filed in the U.S. District Court for the Western District of Louisiana, Alexandria Division.
Why it matters
The suit centers on whether an employer may end employment based on a medical condition when the worker's duties did not involve the restricted activities. It highlights obligations to engage in an interactive process before taking adverse action tied to a health condition.
The EEOC's 13-page complaint centers on a May 12, 2023 seizure and a neurologist's recommended six-month restriction on driving and operating heavy machinery. The extraction does not disclose any damages sought or the company's response.
The players
U.S. Equal Employment Opportunity Commission
The federal agency responsible for enforcing workplace anti-discrimination laws, including the Americans with Disabilities Act.
Hunt Forest Products LLC
A Louisiana wood products manufacturing company named as the defendant in the EEOC lawsuit.
The details
Hunt Forest Products required Thomas J. Benedetti to undergo an exam after he had a seizure in May 2023. The examining neurologist advised he not drive or operate heavy machinery for six months, but Benedetti's job did not involve those tasks and he could keep working safely; the company terminated him without an interactive process.
Timeline
May 12, 2023: Benedetti had the seizure that prompted the exam.
Six months after the exam: End of the neurologist's recommended driving and machinery restriction period.
November 4, 2026: The EEOC lawsuit against Hunt Forest Products was reported.
Legal Context
The case applies the Americans with Disabilities Act, which bars employers from discriminating against workers based on disability, including perceived impairments. It tests whether an employer's reliance on a medical episode, without assessing the worker's actual capacity or engaging in an interactive process, meets the law's requirements.
Employees with medical conditions may be protected from termination when they can still perform their actual job duties safely. Employers may need to evaluate restrictions specific to a worker's role before taking adverse action.
The takeaway
Medical restrictions tied to specific tasks do not automatically justify ending employment. Employers that receive medical information about a worker should assess what that worker can actually do before acting.
Further reading
For related workplace policy coverage, see Human Resources in Louisiana.
Source note: This article includes information reported by Legal Newsline.
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