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EEOC Secures Settlement in Pregnancy Discrimination Lawsuit

February 28, 2013

In Vincent Howard's previous California employment lawyers blog, he discussed a recent California gender discrimination lawsuit filed against the Japanese pharmaceutical company Daiichi Sankyo. The $100 million class action lawsuit was filed by six current and former female sales representatives from the U.S. headquarters for the company, who claimed that the company engaged in gender and pregnancy discrimination.

In another recent pregnancy discrimination case, Adventures in Learning, a child care center based in Illinois, has agreed to pay $31,000 to settle a lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC).

According to the EEOC lawsuit, the child care company reportedly discriminated against an employee based on her pregnancy, and forced the employee to quit after refusing to permit her to continue working at the location after she was four months pregnant.

The consent decree that resolved the case provided $31,000 to the victim of the pregnancy discrimination, and requires Adventures in Learning to report directly to the EEOC for the next two years on any complaints of pregnancy discrimination within the company. The company must also adopt a new policy in regards to stopping pregnancy discrimination, and must train all employees on the elimination and prevention of pregnancy discrimination in the company's workplace.

The pregnancy discrimination lawsuit was brought by the EEOC under Title VII of the Civil Rights Act of 1964, as amended by the Pregnancy Discrimination Act (PDA), prohibiting sex discrimination, which includes pregnancy, in the workplace.

As Vincent Howard discussed in a previous Carson employment lawyers blog, the Pregnancy Discrimination Act (PDA) was passed Congress in 1978, as an amendment to Title VII, in order to keep pregnant women in the American workplace from experiencing discrimination in hiring, job compensation, firing, layoffs, equal job opportunities, work promotions, fringe benefits or any other terms or conditions of employment. Under Title IV, discrimination based on pregnancy, childbirth, or any other medical conditions related to pregnancy is against the law.

The EEOC reports that Adventures in Learning chose to settle the case, shortly after the lawsuit was filed. According to the EEOC, instead of investing in litigation expenses, the company chose to put an end to the discrimination, by working with the EEOC to achieve a result that worked for everyone.

Contact Vincent Howard at Howard Law, PC today, for questions about your Orange County, California labor and employment rights. For a free consultation, call today at 1-800-872-5925.

Adventures in Learning to Pay $31,000 to Settle EEOC Pregnancy Discrimination Case, U.S. Equal Employment Opportunity Commission, February 28, 2013

Related Web Resources:

Title VII of the Civil Rights Act of 1964, (EEOC)

Facts About Pregnancy Discrimination, (EEOC)

Pregnancy Discrimination, (EEOC)

U.S. Equal Employment Opportunity Commission, (EEOC)

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