Assisted-Living Facility Pays $20K To Settle Pregnancy Discrimination Case Brought by EEOC

With the recent focus on the question of whether employers have a legal obligation to accommodate pregnant employees, there are still some employers who don’t realize they can’t fire a worker because she is pregnant. That’s a violation of Title VII of the 1964 Civil Rights, plain and simple. The latest company to find itself in the legal crosshairs is an assisted-living facility in New Albany, Mississippi.

The EEOC charged Magnolia Place Personal Care Home with violating Title VII by firing a newly-hired kitchen assistant after she informed her supervisor she was pregnant–on her first day of work.  Three hours later, Magnolia’s administrator terminated the employee and later replaced her with a non-pregnant employee. Magnolia’s administrator told the employee that she could re-apply only after giving birth, the EEOC said.

The home settled the claim for $20,000, the EEOC said.

Smart move if it turns out the EEOC had the goods on it.

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