--- title: "Jury Awards $280K in ADA Case Against Senior Facility" meta: "og:description": "A Florida jury awarded $280K to a job applicant denied a role after a senior living facility failed to accommodate her disability during hiring." "og:title": "Jury Awards $280K in ADA Case Against Senior Facility" description: "A Florida jury awarded $280K to a job applicant denied a role after a senior living facility failed to accommodate her disability during hiring." --- September 17, 2025 # **Jury Awards $280K in ADA Case Against Senior Facility** A Florida jury awarded $280K to a job applicant denied a role after a senior living facility failed to accommodate her disability during hiring. [**Disability Discrimination**](https://exlitem.com/jury-verdict/jury-awards-280k-in-ada-case-against-senior-facility/jury-verdict/category/disability-discrimination) [**Workplace Rights Enforcement**](https://exlitem.com/jury-verdict/jury-awards-280k-in-ada-case-against-senior-facility/jury-verdict/category/workplace-rights-enforcement) ### **Outline** Author ![](https://media.jurimatic.com/cdn-cgi/image/q=70/profile_images/shared_image_1.webp) **Sohini Chakraborty****Sohini Chakraborty is a lawyer, with over two years of experience in legal research and analysis. She specializes in working closely with expert witnesses, offering critical support in preparing legal research and detailed case studies.** ![Article Image](https://media.jurimatic.com/cdn-cgi/image/q=70/images/default_1.webp) The U.S. Equal Employment Opportunity Commission sued The Princess Martha, LLC and affiliates after Sarah Branyan, a disabled applicant, was denied a job without proper accommodation. Branyan requested adjustments for the application process, but the company refused. The EEOC argued this violated the Americans with Disabilities Act. Defendants denied discrimination and claimed no feasible adjustment existed. After hearing testimony and reviewing evidence, a Florida jury found Branyan qualified and The Princess Martha negligent. The jury awarded $5,083 in lost wages, $50,000 for emotional harm, and $350,000 in punitive damages, reinforcing employers’ responsibility to engage in good-faith accommodation efforts. ## **Case Background** The U.S. Equal Employment Opportunity Commission (EEOC) filed a lawsuit in the Middle District of Florida on behalf of Sarah Branyan against The Princess Martha, LLC, along with TJM Properties, Inc. and TJM Property Management, Inc. Branyan had applied for a position at The Princess Martha, a senior living community in St. Petersburg. She lived with a disability known to the company. The EEOC alleged that after she disclosed her condition and requested an accommodation for the application process, the company failed to adjust its procedures and ultimately denied her employment. The EEOC claimed this violated the Americans with Disabilities Act (ADA) and sought compensation for lost wages, emotional harm, and punitive damages. ### **Cause** The case centered on two main issues: failure to accommodate and discrimination based on disability. The EEOC argued that Branyan was a qualified individual who could perform the essential functions of the job if provided a reasonable accommodation during the application process. They alleged the employer knew of her disability, had the ability to modify the process, and failed to do so. ### **Injury** Branyan claimed she suffered both economic loss and emotional distress. She lost the opportunity to work, along with the wages and benefits that came with it. The EEOC said the denial also caused her humiliation, mental anguish, and anxiety. ### **Damages** The EEOC sought back pay for lost wages and benefits, compensation for emotional pain, and punitive damages to punish and deter future violations. The jury later determined monetary awards for each category, along with injunctive relief. ### **Key Arguments and Proceedings** **Plaintiff’s Position** The EEOC argued that Branyan’s disability was undisputed and that she was otherwise qualified for the job. They said she clearly requested an accommodation and that one was available without causing undue hardship to the employer. The EEOC claimed the Defendants refused to provide it, violating federal law. They also argued that the company’s refusal caused measurable financial loss and significant emotional harm. They presented testimony showing that a simple adjustment in the hiring process could have allowed Branyan to complete it successfully. **Defendant’s Position** The Princess Martha and its co-Defendants denied discriminating against Branyan. They argued that all employment decisions were made in good faith and for legitimate, non-discriminatory reasons. They claimed she had not properly engaged in the interactive process required for an accommodation under the ADA. They also maintained that even if she was disabled, she was not an otherwise qualified individual for the position, and that her claims were barred because she failed to mitigate her damages. ### **Legal Representation** **Plaintiff (EEOC):**U.S. Equal Employment Opportunity Commission - **Counsel:** Robert E. Weisberg | Beatriz Biscardi André | Lucas Michelen | Jennifer Rex | Melissa Marie Castillo **Defendants:**The Princess Martha, LLC | TJM Properties, Inc | TJM Property Management, Inc. - **Counsel:** Christine Howard, Esq | Brett P. Owens | Elysse Victoria Gorney | Marisol Ruiz ### **Claims Asserted** **Failure to Hire Based on Disability** The EEOC alleged that the Defendants denied Branyan a job because of her disability, in direct violation of the ADA. They argued that she met all qualifications and that the only barrier was the lack of accommodation. **Failure to Provide Reasonable Accommodation** The EEOC claimed that after Branyan requested an accommodation, the Defendants failed to provide one, even though a reasonable adjustment was possible. This, they said, directly resulted in her inability to complete the hiring process and secure the job. ### **Defense Arguments** The Defendants argued that Branyan never properly requested a specific accommodation and that no feasible adjustment existed that would have allowed her to perform the essential functions of the job. They asserted that the hiring decision was unrelated to her disability and that company policies were compliant with the law. They also raised defenses such as failure to mitigate damages, after-acquired evidence, and lack of causal connection between her disability and the employment decision. ### **Jury Verdict** After deliberation, the jury awarded: - **$5083** for lost wages and benefits. - **$50,000** for emotional pain and mental anguish. - **$350,000** in punitive damages against The Princess Martha. The jury also found that The Princess Martha and TJM Management were prospective joint employers and that both TJM Management and TJM Properties formed integrated enterprises with The Princess Martha. The verdict sent a clear message that employers must take disability accommodation requests seriously and engage in the interactive process in good faith. 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