American Airlines will pay $200,000 to settle an EEOC disability-discrimination lawsuit over its failure to accommodate an employee at its Fort Worth, Texas location who developed cortical blindness. The EEOC alleged the employee asked to use screen-reader software — or, alternatively, to transfer to another position — so she could perform her job, but the airline neither enabled the software nor helped her find another accommodation, instead keeping her on involuntary unpaid leave for nearly four years before firing her. Under the two-year consent decree (U.S. EEOC v. American Airlines, Inc., No. 4:25-cv-01056-P, N.D. Tex.), American Airlines must build the Web Content Accessibility Guidelines into new reservation software projected for 2027, audit that software for accessibility, train HR employees who handle accommodation requests, post an employee notice, and report to the EEOC. The settlement underscores the ADA duty to provide reasonable accommodations — including assistive technology — for employees with disabilities absent undue hardship.

OSHA cited Blazey Construction Services LLC with two repeat violations and one other-than-serious violation after an excavation collapse hospitalized a worker installing sewer and water pipe for a residential development in Alvin, Texas. Investigators found the company failed to adequately protect the excavation, failed to provide a safe means of egress, and did not report the hospitalization within the required 24 hours. Proposed penalties total $343,797.

OSHA cited FleetPride Inc. with 16 serious and 3 other-than-serious violations after an employee asphyxiated while inspecting a tanker trailer at the company's Corpus Christi facility. The investigation, opened January 7, 2026, found the distributor had not implemented a confined space program, had deficiencies across required respiratory protection program elements, and exposed workers to electrical hazards. Proposed penalties total $264,380.