Ousted Pregnant Registrar Owed $70K in Settlement of EEOC Lawsuit Against Camp

$70,000 could pay for a lot of camping equipment or supplies, but instead a Christian Camp operating in Texas must pay those dollars to settle a pregnancy and disability discrimination lawsuit over its mistreatment of a pregnant registrar.

The Equal Employment Opportunity Commission today announced settlement of this lawsuit against Carolina Creek Christian Camp, Inc., a Huntsville, Texas-area business offering summer camping and retreats,

In its lawsuit filed last December, the EEOC charged that Carolina Creek violated Title VII of the 1964 Civil Rights Act and the Americans With Disabilities Act when it demoted Korrie L. Reed after learning she had a pregnancy-related complication. According to the EEOC, soon after starting her position as camp registrar, Reed learned she was pregnant, and, shortly thereafter, developed gestational diabetes. Reed never requested a job reassign­ment, nor did she indicate she was unable to perform her job duties.

Nevertheless, Carolina Creek’s executive director demoted Reed, claiming that the registrar job was too demanding for Reed because of her pregnancy and related medical condition. After Reed told the executive director that she be­lieved her demotion was illegal, Carolina Creek fired her and then sued her in two different lawsuits, alleged the EEOC

“Demoting a pregnant employee because of a belief that a pregnancy-related condition prevents her from performing her job duties is illegal, as is firing the employee for complaining that the demo­tion is discriminatory,” said Rudy Sustaita, the EEOC’s regional attorney in Houston.

“The day is over when an employer could force a pregnant woman out of her job because of stereo­typical, unsupported beliefs about her abilities,” added EEOC Senior Trial Attorney Connie Gatlin, the attorney in charge of litigating the case, A company cannot take it upon itself to remove an employee from her job because it suspects her pregnancy or a pregnancy-related medical condition may interfere with the performance of her duties.”

For a refresher on pregnancy discrimination, click here.

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