EEOC sues Schneider National for pulling offer over service dog request

Her DOT medical paperwork noted both her PTSD diagnosis and her use of a service dog. Schneider National allegedly told Dafnis she was a good fit, extended a conditional offer that same day, and scheduled her for orientation on October 2. The next day, September 22, the company allegedly withdrew the offer — even as its own agent, Vault Health, was just beginning to collect information about the accommodation request.

Over the following weeks, the EEOC alleges, Dafnis cooperated fully. She provided letters from two medical practitioners supporting the accommodation. She described her service dog — a six-pound female chihuahua trained to alert her to rising anxiety levels — and explained the dog would be confined to a carrier on the floor of the vehicle. She even offered to be observed driving with the dog during orientation.

On October 16, 2023, Schneider National allegedly denied the request and deemed her ineligible for the position. The stated reason, according to the filing: the service dog would create a “noise distraction.”

Here is the detail that should give every HR leader pause. The EEOC notes that since Schneider National turned Dafnis away, every trucking company she has worked for has allowed the same accommodation — and she has performed her duties safely and effectively.

For HR professionals, the case is a sharp reminder that the interactive process under the ADA is not optional, and that denying an accommodation requires more than a generalized concern. When an applicant arrives with federal medical clearance, documented support from treating providers, and a willingness to demonstrate the arrangement works, the bar for refusal is high.