Bad Crop: Organic Farmer Settles EEOC Lawsuit Brought on Fired Pregnant Worker’s Behalf

There’s simply no excuse for an employer submitting its judgment for whether a pregnant woman should be working for her judgment.  Under Title VII of the 1964 Civil Rights Act, it’s the woman’s decision whether to work or not–not the employer’s.

But some employers don’t get it. Latest case in point: The EEOC announced today that an organic farmer in Washington state has settled pregnancy discrimination charges arising from its firing of a pregnant worker.

According to the EEOC’s lawsuit, Tiny’s Organic fired Maria Guillen nine days after she disclosed that she was pregnant with twins. Guillen was a six-year employee who had successfully worked her way up from field laborer to supervisor. Her employer cited fears for her safety and company liability, even though Guillen’s doctor had cleared her to perform the job without medical restriction, said the EEOC.

To settle the lawsuit, Tiny’s Organic agreed to pay $17,500, train its supervisors on EEO law, and take other actions to prevent a recurrence of any illegal bias.

Read more.

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