**The big picture:** The EEOC has filed a second lawsuit against Bollinger Shipyards for allegedly rescinding job offers based on applicants' prescription medications, violating the Americans with Disabilities Act (ADA). **Why it matters:** This case highlights the EEOC's continued focus on disability discrimination in hiring, signaling a critical area for employers to review their pre-employment screening processes. **Between the lines:** - Bollinger Shipyards withdrew job offers to five qualified applicants after learning of their prescription medications. - The EEOC previously sued Bollinger for similar conduct in September 2025. - Employers cannot make hiring decisions based on blanket assumptions about medication side effects without individual assessment. **Staffing & HR impact:** HR and talent acquisition teams must ensure hiring practices comply with ADA regulations, focusing on actual abilities rather than perceived limitations from medication. Non-compliance can lead to significant legal and financial repercussions. **The bottom line:** Employers must individually assess an applicant's ability to perform job functions, rather than relying on generalizations about prescription medications.