A nonprofit that prides itself on placing Austinites with disabilities into professional roles is now writing a substantial check and opening its books to federal scrutiny. Peak Performers has agreed to pay $160,000 and operate under a two-year consent decree after the U.S. Equal Employment Opportunity Commission alleged the group fired an employee who sought several weeks of mental-health treatment following a suicide attempt.
The agency hired Amanda Reeves as an executive assistant in 2023. According to the EEOC, she asked in 2024 for several weeks away from work so she could attend outpatient counseling. Instead, she was allowed only one day off per week before being terminated in April. A federal judge signed off on the settlement earlier this week, putting the Austin-based organization under EEOC oversight for the next two years.
In its press release, the U.S. Equal Employment Opportunity Commission said it filed suit in September 2025 (U.S. EEOC v. St. Vincent De Paul Rehabilitation Services of Texas, Inc. d/b/a Peak Performers, Case No. 1:25-cv-1551) after investigators concluded Peak Performers denied Reeves a requested four to six weeks of unpaid leave for outpatient treatment. The EEOC noted she completed treatment and would have been able to return to work within three weeks, but the nonprofit had already ended her employment in April 2024. The court approved the agreed consent decree on Tuesday.
Acting EEOC Dallas Regional Attorney Ronald L. Phillips praised the outcome, writing that the agreement "fairly compensates the disabled worker" and should benefit other Peak Performers employees and job applicants, according to the agency. EEOC San Antonio Field Office Director Norma Guzman added that the resolution is a reminder that employers must be prepared to provide reasonable accommodations for mental disabilities, not just physical ones.
Peak Performers, which formally operates as St. Vincent de Paul Rehabilitation Services of Texas, describes itself as a nonprofit staffing agency that has been in business for about 30 years and says roughly 83% of its employees have a disability. Its website highlights career placement for professionals with disabilities along with a range of staffing services; see Peak Performers for more about its programs.
What the consent decree requires
The settlement prohibits disability discrimination and requires Peak Performers to adopt a written ADA compliance policy, provide extensive ADA training to human-resources staff and other decision-makers, and report certain complaints and leave denials to the EEOC during the two-year monitoring period, according to the U.S. Equal Employment Opportunity Commission. The agreement also includes the $160,000 payment to the former employee and a commitment by the nonprofit not to discriminate going forward.
Why this matters
Federal guidance and disability advocates point to the case as a clear reminder that mental-health conditions fall under the Americans with Disabilities Act and that short leaves or temporary scheduling changes can qualify as reasonable accommodations in many situations. The ADA National Network emphasizes that accommodations are decided case by case and that employers generally must provide them unless doing so would create an undue hardship; see ADA National Network for context.
Legal implications
Under the two-year consent decree, the EEOC has oversight authority to monitor Peak Performers’ compliance and receive periodic reports, leaving the door open for further enforcement if the nonprofit does not follow through on the required changes. Peak Performers did not admit wrongdoing as part of the settlement but agreed to the reforms, according to reporting by the San Antonio Express-News.
