A medical transportation company has reportedly agreed to pay $55,000 to settle a lawsuit alleging pregnancy discrimination filed by the Equal Employment Opportunity Commission. The lawsuit alleged that an employee informed First Call Ambulance Service, LLC that she was pregnant, and also provided First Call with a doctor’s note that restricted her from lifting patients who weighed more than 200 pounds without assistance. First Call took this employee off the schedule, told her that she could not work because of her pregnancy, and refused to otherwise accommodate her. First Call allowed other employees (who were not pregnant) to use a power cot to help lift patients. This alleged conduct violates Title VII of the Civil Rights Act of 1964. See EEOC v. First Call Ambulance Service, LLC, No. 3:15-cv-01041 (M.D. Tenn.).
The EEOC recently announced that a wellness center ithat specializes in cosmetic skin care treatments has agreed to pay $37,000 to settle a pregnancy discrimination lawsuit. The EEOC alleged that an employee at Shefa Wellness Center was fired only two days after she told the owner of the company that she was pregnant. The employer told the plaintiff that she had deceived the company by not informing the company of her pregnancy during her interview. This alleged conduct violated the Pregnancy Discrimination Act because employers may not subject women to discrimination because of their pregnancy. See EEOC v. CFS Health Management, Inc., No. 1:15-cv-00845 (N.D. Ga. 2015).
The Equal Employment Opportunity Commission announced that Arthur’s Restaurant and Bar, a fine dining steakhouse, will pay $20,000 to settle a pregnancy discrimination lawsuit that the EEOC brought against the restaurant. The EEOC alleged that Arthur’s fired cocktail server Jennifer Todd during her seventh month of pregnancy, when the company told her that it decided she should begin her maternity leave early. Arthur’s defended their actions by saying that they were acting out of concern for the health of the mother and baby. The employee was fired shortly after the restaurant’s owner made a comment to her that she was “starting to show.” This alleged conduct Title VII of the Civil Rights Act of 1964, as amended by the Pregnancy Discrimination Act of 1978, which prohibits employers from firing an employee because of her pregnancy, or requiring an employee to take maternity leave while the employee is still able to work. See EEOC v. Restaurant & Bar Arthurs, Ltd., No. 3:14-CV-03033 (N.D. Tex.).
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