Horseshoe Casino Settles Disability Bias Suit for $150,000
The EEOC said the Baltimore casino fired a table games dealer after a heart attack and refused to rehire him.
Updated on Nov. 4, 2026 in Casino
Horseshoe Casino agreed to pay $150,000 to settle a disability discrimination lawsuit brought by the U.S. Equal Employment Opportunity Commission. The EEOC alleged the Baltimore casino fired a table games dealer after he suffered a heart attack and underwent surgery, and refused to reinstate or rehire him.
Why it matters
The settlement resolves claims that the casino discriminated and retaliated against an employee in violation of the Americans with Disabilities Act. The case highlights obligations to engage in the interactive process when an employee seeks return-to-work accommodations.
The case, EEOC v. CBAC Borrower, LLC, et al., Case No. 1:25-cv-04297, was filed in the U.S. District Court for the District of Maryland and has been resolved by settlement. A three-year consent decree requires management and non-supervisory employee training along with monitoring and reporting.
The players
U.S. Equal Employment Opportunity Commission
The federal agency that enforces laws against workplace discrimination, including disability discrimination under the Americans with Disabilities Act, and brought this suit.
Caesars Entertainment, Inc.
A major casino operator whose subsidiaries, including Caesars Baltimore Management Co., LLC, operate Horseshoe Casino in Baltimore.
The details
The EEOC alleged that after the employee was fired, the casino said he could return only if he had no restrictions, and failed to engage in the interactive process for job accommodations. The agency said the conduct violated the ADA, and the consent decree requires training and monitoring for the casino's operators.
Timeline
Employee suffered a heart attack at work and underwent surgery on an unspecified prior date.
Casino fired the employee after his return request on an unspecified prior date.
EEOC announced the settlement on November 4, 2026.
The consent decree remains in effect for three years.
Legal Context
The case applies the Americans with Disabilities Act's requirement that employers engage in the interactive process when a worker requests accommodations after a medical leave. Enforcement through EEOC consent decrees with multi-year monitoring is the agency's standard remedy for such violations.
Workers at Baltimore casinos and similar employers can use the EEOC's disability discrimination resources to learn their rights when seeking return-to-work accommodations. The consent decree's training and monitoring requirements may affect how the casino handles future leave and reinstatement requests.
The takeaway
Employers must engage in the interactive process before ending employment after a medical leave. Workers who are denied reinstatement after a health event can contact the EEOC to review their options.
Further reading
Find more Baltimore coverage in the Casino section.
More information
Learn more about workplace protections in the EEOC disability discrimination information resource.
