Horseshoe Casino Baltimore, Caesars to Pay $150K to Blackjack Dealer Who Had Heart Attack

A former blackjack dealer at Horseshoe Casino Baltimore will receive a $150,000 settlement after the man was fired from the job after he had a heart attack and was unable to return to performing his duties. Blackjack Dealer Who Had Heart Attack on the Job Compensated by the Court Horseshoe Casino Baltimore and Caesars Entertainment agreed to the settlement, approved by US District Judge Brendan A. Hurson on Tuesday, November 3, ending a disability discrimination and retaliation lawsuit brought by the US Equal Employment Opportunity Commission (EEOC) against the companies. The companies must pay the settlement within 30 days, including $130,000 in compensatory and punitive damages and $20,000 in back pay, as the court ruled. The plaintiff, Quann Massey, was working as a blackjack dealer at the property before he collapsed on the gaming floor in April 2023, merely days after he had taken up the position. He was admitted to a cardiac intensive care unit, required surgery, and was on extended medical leave. Massey stayed in contact with his employer and asked about the possibility of returning to work with a certain alternate schedule and work hours, as well as “job modifications and accommodations,” but he was informed that he should not return to work if he had medical restrictions. Massey was later fired without notification, the EEOC argued in its case, and was refused rehire. Originally, the EEOC attempted to resolve the dispute out of court, but was forced into legal action in December 2025, securing a positive outcome in its favor. Disability Discrimination Training and Reports Mandated by the Court However, this is not the end for the Horseshoe Casino Baltimore, as the court has also mandated a period of oversight, which will monitor for workplace compliance requirements. Staff, such as managers, supervisors, and human resources, will have to undergo disability discrimination training in three-hour sessions, with other employees assigned two hours of such training. The EEOC will now also expect the company to submit disability discrimination reports, as well as accommodation requests and how they have been handled, with the reports due every 120 days.