Hello again and thank you for your reply. The situation, as you may expect, is complex and ultimately, your husband may want to sit down face to face with a local employment law attorney who handles discrimination cases on behalf of employees to discuss his case in detail to come up with a plan of how to handle this issue. I can only discuss the law as it relates to the issues you raised and not provide informed legal advice or opinions since we do not have an attorney-client relationship and I don't have all of the facts, including those in from the perspective of the employer.
But, in any event, although the position of the Company and insurance carrier is valid when it comes to your husband driving a Company vehicle (('ll discuss that in the following sentences), I doubt that the work from home decision is. What I mean by that is that the insurance company can decide that your husband's health and history make him ineligible under their vehicle policy. This is actually not uncommon and in many states, if the DMV knew of the driving incident, they would have suspended, at least temporarily, your husband's DL for what happened. Not because he was at fault, but because of the medical issue while driving. It is the law. So, the issue of not being able to drive the Company vehicle is not going to be something your husband can use in any way to claim discrimination unless he has proof that the insurance company has not either threatened to raise the company's rates or advised them that he is not a covered driver. It really doesn't matter what they have done in the case of other drivers, only that he had a medical event while driving.
However, as mentioned, as management, it really makes no sense to me, based solely on what you have told me, that the employer would limit his work to home. Of course, in an "at will" situation an employer generally always have the right to change the terms and conditions of employment, including duties, workplace and pay, but they cannot do so in a discriminatory fashion based on someone's disability, perceived or real, or their age. The age issue is much more difficult to establish. Under the law the only reason for the actions must be because he is over 40. Not an easy standard to meet. The disability issue is likely the more relevant one in this case.
In any event, even if your husband agrees to work as directed, any claim that he might have for disability discrimination will not be affected. So, if he needs a job, and has no other prospects, he might consider doing as directed right now. To pursue his discrimination claim, he will first have to file a formal discrimination complaint with his HR or EO office at work. If they cannot resolve it, then is when he can file a complaint with the EEOC. He may first want to have that meeting with a local attorney that I mentioned above though to get a sense of whether he should just let the EEOC try to resolve the case or consider filing suit. His employer cannot lawfully take an adverse action against him for filing his complaint or filing suit.
Please feel free to ask for clarification if needed. If none is needed, then if you could take a moment to leave a positive rating in the ratings box above, I will receive credit for assisting you today. Thank you