A Fort Wayne wholesale bakery has agreed to pay $50,000 to settle a federal lawsuit over disability discrimination. The U.S. Equal Employment Opportunity Commission accused Holsum of Fort Wayne Inc. of violating the Americans with Disabilities Act by denying a reasonable accommodation to an employee who needed a walker to perform her job.

The case highlights ongoing challenges in workplace accessibility and comes amid a rise in ADA enforcement actions across the country. As more workers seek protections for disabilities, this settlement serves as a reminder for employers to review their policies carefully.

The Incident That Sparked the Lawsuit

The trouble began in 2021 at Holsum’s production facility in Fort Wayne, Indiana. An employee with medical conditions requiring mobility support had been using a walker to navigate the production area for about a year. Supervisors initially allowed this as an exception to the company’s strict policy against personal items in the work zone, which aimed to maintain hygiene and safety standards.

One day, management reversed course. They informed the worker that the walker violated the Good Manufacturing Practices Policy. Despite her pleas that the device was essential due to her disabilities, the bakery refused to make an exception. This forced her to take unpaid medical leave, as she could not perform her duties without assistance. A few months later, unable to return without the walker, she faced termination.

This sequence of events drew scrutiny from federal regulators. The employee, identified in court documents as Pamela Miller, had worked at the bakery for years before the issue arose. Her situation underscores how seemingly minor policy enforcements can lead to major legal battles when they overlook individual needs.

Key Details from the EEOC Investigation

The EEOC launched its probe after the employee filed a complaint. Investigators found that Holsum’s blanket ban on personal items did not account for necessary accommodations under the ADA. The law requires employers to provide reasonable adjustments for qualified workers with disabilities, unless it causes undue hardship to the business.

In this instance, allowing the walker appeared feasible without disrupting operations, according to the agency’s assessment. EEOC Regional Attorney Kenneth Bird emphasized that forcing an employee off the job when a simple fix exists ignores legal duties. Trial Attorney Brandon Skates added that the bakery could have easily accommodated her, preventing harm to the worker and future cases.

The lawsuit, filed in August 2024 in the U.S. District Court for the Northern District of Indiana, sought back pay, damages, and policy changes. It joined a wave of similar actions by the EEOC against employers in various industries for failing to honor disability rights.

Settlement Terms and Company Commitments

Holsum agreed to the settlement without admitting wrongdoing, entering a three-year consent decree on October 2, 2025. The deal resolves the case and outlines steps to ensure future compliance.

Here are the main components of the agreement:

• Pay $50,000 in monetary relief to the affected employee.
• Revise workplace policies to align with ADA requirements on reasonable accommodations.
• Provide annual training to human resources staff and managers on disability laws.
• Post notices informing employees of their rights under the ADA.
• Submit yearly reports to the EEOC on accommodation requests and how they were handled.

These measures aim to prevent repeats and educate the workforce. The bakery, which operates two locations in northern Indiana and produces bread and baked goods, has a history dating back to the 1950s when it started as Gail’s Bakery.

To illustrate the broader context, consider this table of recent EEOC ADA settlements in similar cases:

This table shows a pattern of increasing scrutiny on accommodations, with bakery cases standing out for their direct impact on daily operations.

Broader Implications for Employers and Workers

This settlement arrives as ADA enforcement ramps up. In fiscal year 2024, the EEOC saw a 9% rise in discrimination charges, reaching 88,531 total. By mid-2025, ADA claims made up 45% of new lawsuits, up from 21% the previous year. Experts predict this trend will continue, driven by greater awareness of rights post-pandemic.

For businesses like Holsum, the case offers lessons in flexibility. Wholesale bakeries face unique challenges with sanitation rules, but the ADA demands balancing those with employee needs. Denying a walker might seem minor, yet it led to costly litigation and reputational damage. Other recent cases, such as a Kroger bakery manager suing over accommodation denials, show courts increasingly side with workers when policies lack nuance.

Workers with disabilities gain confidence from such outcomes. The ADA, enacted in 1990, protects about 61 million Americans with disabilities. Yet, surveys indicate one in four adults has a disability, and many still face barriers at work. This Fort Wayne case ties into national discussions on inclusive employment, especially as aging populations increase mobility issues.

Employers should conduct regular audits of policies. Simple steps, like consulting legal experts or using EEOC resources on accommodations, can avoid pitfalls. For employees, knowing your rights empowers you to request help early.

Protecting Rights in Todays Workplace

The Holsum settlement reinforces that disability discrimination has real consequences. As Indiana businesses navigate federal laws, staying proactive builds trust and avoids fines. This event also connects to larger trends, like the EEOC’s focus on manufacturing and food sectors where physical demands are high.

If you face similar issues at work, resources abound for guidance. Share your thoughts on workplace accommodations in the comments below, and spread the word to help others stay informed.