A former Sarasota County firefighter has filed suit alleging the county violated federal and state disability-discrimination laws when it terminated him while he was recovering from two work-related shoulder injuries.

Firefighter/EMT Kenneth Tuggle filed suit against Sarasota County in US District Court for the Middle District of Florida. The suit alleges failure to accommodate under the Americans with Disabilities Act and the Florida Civil Rights Act. According to the complaint, Tuggle had approximately 22 years of service when he was terminated on June 20, 2025.

Tuggle injured his left shoulder on duty in November 2022 and his right shoulder in late 2023. Both injuries were accepted as workers’ compensation claims, and the department placed him on light duty.

The complaint states that Tuggle underwent an arthroscopic rotator-cuff repair on his right shoulder on March 28, 2024. The treatment plan called for him to complete physical therapy for that shoulder before undergoing surgery on the left shoulder. Authorization for the second surgery was requested in late 2024. According to the suit, workers’ compensation approval took approximately three months.

On February 5, 2025, the county notified Tuggle that his light-duty assignment was being eliminated. The complaint describes the county’s position as requiring him to return to full duty without restrictions, reach maximum medical improvement for both shoulders by March 8, 2025, obtain another position with Sarasota County, resign, or face a recommendation for termination.

Tuggle underwent arthroscopic rotator-cuff surgery on his left shoulder on April 24, 2025. The surgery was to be followed by physical therapy. On May 6, 2025, he requested an accommodation that included continued light duty. His attorney advised the county that additional medical documentation could be provided upon request.

The complaint alleges the county did not request additional information or discuss possible accommodations with Tuggle. It further claims the department had access to information about his treatment and work restrictions through the workers’ compensation process.

Tuggle was terminated on June 20, 2025, less than two months after his second surgery.

The suit alleges his medical restrictions changed during the course of his treatment and included non-weight-bearing restrictions, light-duty limitations, and lifting limits ranging from two to 20 pounds. He claims the injuries affected his ability to lift, reach, carry, push, pull, perform manual tasks, dress, sleep, and care for himself.

Tuggle contends that he remained capable of performing the essential functions of his position with a reasonable accommodation. The accommodations identified in the complaint include continued light duty, modified lifting requirements, part-time light duty, job modifications, and temporary or intermittent leave while he completed rehabilitation.

While the complaint itself somewhat repetitive, the essence of his claim is that:

• Plaintiff’s impairments substantially limited his ability to perform major life activities, including lifting objects, reaching overhead, carrying heavy equipment, performing manual tasks, dressing, bathing, sleeping without pain, performing household activities, and performing the physically demanding tasks.
• Plaintiff asked for a reasonable accommodation, including remaining on light duty.
• Defendant intentionally discriminated against Plaintiff because he had a disabling by not allowing him to remain on light duty and/or granting him a temporary leave of absence while he recovered from his two shoulder surgeries whereas other similarly situated employees were given accommodations, including, but not limited to, allowed to work light duty and/or given temporary leave of absence until they recovered.
• Defendant intentionally discriminated against Plaintiff by failing to accommodate him by not allowing him to remain on light duty and/or provide him with a leave of absence until he was able to recover without restrictions.
• Defendant failed to engage in the good faith interactive process contemplated by the ADA and required by the employer.
• As a direct result of Defendant’s failure to participate in that process, reasonable accommodations that would or could have enabled Plaintiff to perform the essential functions of his position were neither explored nor implemented, including but not limited to, light duty, part time light duty, job modifications, leave of absence, etc…
• Defendant was aware Plaintiff wanted to return to work after his two shoulder surgeries and required physical therapy but refused to follow the interactive process.

Tuggle also claims the department had previously permitted other employees, including some with off-duty injuries, to remain on light duty or take temporary leave until they recovered.

The two-count complaint alleges failure to accommodate under the Americans with Disabilities Act and disability discrimination under the Florida Civil Rights Act. It seeks reinstatement, back pay, lost wages and benefits, compensation for losses associated with Tuggle’s pension and the Deferred Retirement Option Program, compensatory damages, attorney’s fees, costs, interest, and injunctive relief.