Blind engineer alleges developer axed him hours into first day

The EEOC alleges Majestic violated the Americans with Disabilities Act by failing to accommodate the engineer and by terminating or refusing to hire him because of his disability. The complaint alleges the reasons Majestic gave were “false and/or a pretext for discrimination.”

Before filing suit, the EEOC went through its standard enforcement process. It issued a Letter of Determination on April 13, 2026, finding reasonable cause to believe the ADA had been violated, the complaint states. The agency tried to resolve the matter through conciliation – an informal negotiation process – but was unable to reach an agreement with Majestic. It issued a Notice of Failure of Conciliation on July 2, 2026.

The EEOC is seeking back pay, front pay if reinstatement is not practical, compensation for out-of-pocket losses including relocation costs, damages for emotional distress, and punitive damages.

For HR teams, the fact pattern in this complaint is worth studying closely. The filing describes accommodations that were assessed, approved, and set in motion by one manager – then reversed within hours after a second manager became involved. That kind of internal disconnect on disability accommodations, if proven, is precisely the sequence the EEOC builds enforcement cases around.

The allegations in the complaint have not been tested in court, and no judge has made any findings or rulings on the merits.