Thursday, July 10, 2014
Image from EEOC.gov
As those that follow employment discrimination closely know, discrimination issues often come in waves. Pregnancy discrimination claims appear to be grabbing substantial attention recently. Of particular note, the Supreme Court granted cert in a case (Young v. United Parcel Service) that will help define the PDA and Title VII. The case will address the accommodation requirements that must be given to pregnant workers in certain circumstances.
The EEOC also continues to enforce pregnancy discrimination claims. In a press release issued today, the agency announced a settlement that it reached in a case alleging pregnancy discrimination. The case alleged that an employer had terminated a worker “immediately after she advised her store manager of her pregnancy.” From the press release:
“In addition to the $15,000 monetary relief, the three-year consent decree settling the lawsuit prohibits [the employer ] from future discriminat[ion] against employees on the basis of sex or pregnancy. The decree requires that [the employer] maintain an anti-discrimination policy and train employees on rights under Title VII. The decree also requires the company to post a notice to all employees about protections under Title VII that provides the EEOC's contact information.”
As pregnancy discrimination continues to make headlines, it will be interesting to follow the Supreme Court's ruling which will help define this issue under Title VII.
-- Joe Seiner