EEOC Files Two More Pregnancy Bias Suits

Some employers apparently still aren’t getting the message that it’s illegal to fire a female employee because she is pregnant.

The Equal Employment Opportunity Commission this week filed two more pregnancy bias lawsuits under Title VII of the 1964 Civil Rights Act.

On Tuesday, the EEOC said it has sued Your Health Team, L.L.C. for violating federal law by firing a female home health aide because of her pregnancy. Your Health Team is a home health agency that provides nursing and home health care in the Dallas/Fort Worth area.

According to the EEOC, Zanna Clore was told to obtain a doctor’s note after the employer learned of her pregnancy. Shortly thereafter, Clore provided Your Health Team with a release from her physician stating Clore could perform all job duties with the only limitation being that she should not lift or pull more than 25 lbs. Despite the medical release to work, the employer terminated her employment just minutes after she furnished the required note.

“This employer based its decision to abruptly end Ms. Clore’s employment because of her pregnancy instead of focusing on whether she could continue to perform the key job duties during the period of her maternity,” said Joel Clark, EEOC trial attorney.

On Wednesday, the EEOC said it has sued QSI Business Solutions, a Dalton, Georgia, staffing and temporary employment agency, accusing the company of violating federal law by refusing to hire or place for employment an applicant after learning that she was pregnant.

According to EEOC’s lawsuit, QSI refused to place Layla Medeiros for employment with one of its clients after it learned of her pregnancy. When Medeiros was called in for an open position, QSI’s Staffing Coordinator saw Medeiros and asked if she was pregnant. When she confirmed that she was, the Staffing Coordinator told Medeiros that QSI could not hire or place her for the job opening because her pregnancy made her a safety risk. QSI then sent Medeiros away and did not call her for any future openings.

If you need a refresher on what federal law allows and doesn’t allow regarding pregnancy employees, here’s information from the EEOC’s web site.

 

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