SHRM faces $400,000 disability verdict in Virginia hiring case

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SHRM disability verdict in Virginia

Highlights

A Virginia jury found SHRM liable under the ADA and Virginia Human Rights Act, awarding $400,000 in compensatory damages in a disability discrimination hiring case.
SHRM, headquartered in Alexandria, Virginia, stated it disagrees with the verdict, considering appellate options and citing broader employer implications regarding disability accommodation standards.
The verdict, SHRM's second liability judgment in under a year after a prior $11.5 million race discrimination award, intensifies reputational and operational scrutiny for the HR organization.

Virginia case and appeal options

As first reported by Business Insider, a jury on Friday found SHRM liable on all counts and awarded $400,000 in compensatory damages under the Americans with Disabilities Act and the Virginia Human Rights Act, according to a legal filing posted Tuesday. The case was tried in Alexandria, Virginia, where the organization is headquartered, and no punitive damages were awarded.

In a statement published on its website, SHRM says it disagrees with the verdict and is evaluating appellate options. The group says the case could have wider implications for employers if it is read to require acceptance of an employee's exact preferred accommodation rather than an interactive process under the ADA.

The lawsuit centers on Fiona Torres, who alleges SHRM offered her a senior specialist role in product management in June 2024 and then withdrew the offer in July after she sought to bring her medical service dog to work. Torres says she is diabetic and that the dog can detect changes in her blood-sugar levels faster and more reliably than a top-tier glucose monitor.

In a January court filing, SHRM says it proposed multiple alternatives, including use of a continuous glucose monitoring system and insulin pump at work, breaks to check blood-sugar levels, and access to food or drink at or near her workstation. Mary Kuntz, a lawyer for Torres, says the verdict reinforces that employers must seriously assess an employee's actual accommodation needs.

Broader legal and operational pressure

The judgment marks the second time in less than a year that SHRM has been found liable in an employment-related case. In December, a jury awarded $11.5 million in an unrelated race discrimination and retaliation lawsuit involving a former employee, and SHRM has appealed that decision.

For an organization that sells HR certifications and training on workplace practices, the latest ruling carries reputational and operational risk beyond the damages amount. The case may draw added scrutiny to how SHRM applies employment standards internally while advising employers nationwide on compliance and workplace policy.

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