• 14
  • December
    2011

As you may know, the Pregnancy Discrimination Act along with Title VII of the Civil Rights Act of 1964 prohibits an employer from making discriminatory employment actions due to a woman's pregnancy. In addition to the regulations in the Pregnancy Discrimination Act employers must also abide by the Family Medical Leave Act to grant job protected leave during certain extended absences including those for the birth of a child.

Of course, these statutes intended to protect workers from discrimination, can also be used as the basis for an employment discrimination lawsuit by an employee who may one day decide that they are not being treated as fairly as they would like by their employer.

Recently an Atlanta clothing retailer agreed to a $20,000 settlement put a pregnancy discrimination lawsuit behind it. The company and its affiliates maintained that it had engaged in any wrongdoing and denied any liability.

In addition to the monetary provisions of the settlement, the employer will also engage in equal opportunity reporting and training. They will also ensure that anti-discrimination notices are properly posted. The Equal Employment Opportunity Commission indicated that the employer will continue to make efforts to remain in compliance with all the applicable employment regulations.

This story illustrates the potential risk that employers can face when workers claim that they are not in compliance with employment regulations. It has been said that an ounce of prevention is worth a pound of cure. Even businesses that strive to ensure that their employees are well cared for and avoid making any discriminatory employment decisions can face accusations of discriminatory practices. It is important to take preemptive steps to mitigate any undue risk of litigation.

Source: JobMouse, "D&K Suit City Pays $20,000 To Settle Pregnancy Discrimination Suit," Dec. 9, 2011