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“We are excited for the opportunity to support the Navy and other DoD customers in worldwide contingencies and operations,” said Dr. Karl Spinnenweber, President of Amentum’s Mission Readiness strategic business unit. “Amentum is committed to serving the Navy’s critical needs at the highest level of performance with consistent, on-time delivery of quality products and services, whenever and wherever they are needed across the globe.”

The Navy’s expeditionary forces often perform missions in austere locations with logistically challenging requirements. The WEXMAC IDIQ provides a contracting vehicle for the Navy, other U.S. Department of Defense agencies, and the Department of Homeland Security to secure global contracting support services such as logistics, material handling, lodging, force protection, communications, provisions, clothing, fuel, and medical supplies at the locations in which they operate.

AWARDEE

Amentum is a premier global technology and engineering services partner supporting critical programs of national significance across defense, security, intelligence, energy, and the environment. We draw from a century-old heritage of operational excellence, mission focus, and successful execution underpinned by a strong culture of safety and ethics. Headquartered in Germantown, Md., we employ more than 20,000 people in 48 states and 28 foreign countries and territories. Visit us at amentum.com to explore how we deliver excellence for our customers’ most vital missions.

According to the EEOC’s suit, in August 2019, Dave Hall, MWR Technician Senior, submitted documentation to Fluor from his doctor detailing that a successful surgery rendered him cancer-free and fit for duty and re-deployment to Afghanistan. Upon receipt, however, Fluor immediately deemed Hall medically disqualified and released him from the project. Fluor Federal failed to conduct an independent evaluation of Hall’s ability to perform his job and could have provided Hall with a waiver, allowing him to be re-deployed, but failed to do so.

Such alleged conduct violates the Americans with Disabilities Act (ADA).  The EEOC filed suit (Civil Action No. 1:21-cv-4062 AT CMS) in U.S. District Court for the Northern District of Georgia, Atlanta Division, after first attempting to reach a pre-litigation settlement via its conciliation process. The EEOC is seeking back pay, compensatory damages, and punitive damages for Mr. Hall, as well as injunctive relief to prevent future discrimination.

“The ADA prohibits employers from terminating their employees because of a disability and denying them equal employment opportunities,” said Marcus G. Keegan, regional attorney for the EEOC’s Atlanta District Office. “Here, where the termination was immediate upon receiving notice of a disability, there was a clear violation of the ADA.”

Darrell Graham, district director of the Atlanta office, said, “The EEOC is committed to enforcing the ADA to protect the rights of such aggrieved employees.”