Kids R Us, LLC, an operator of child care facilities, agreed to pay $75,000 to settle a pregnancy discrimination and retaliation lawsuit.
The settlement resolves claims that the company discriminated and retaliated against an assistant administrator of one of the company’s child care facilities. The assistant administrator claimed that one of the company’s owners changed her position from full-time assistant administrator to part-time cook because she “decided to get pregnant.”
The employee filed a discrimination charge with the EEOC. Her relatives, who also worked for the company, complained to the owners about the demotion. After making these complaints, the assistant manager and her relatives were fired.
How the Pregnancy Discrimination Act Protects Expectant Mothers
The Pregnancy Discrimination Act (PDA) makes it illegal for employers to discriminate against women who become pregnant or have a pregnancy-related medical condition. The PDA also makes it illegal for employers to retaliate against employees who oppose such discrimination. The remedies for violations of the PDA include back pay, front pay, and other compensatory and punitive damages.
In addition to paying $75,000 in this case, the employer agreed to post notices to all employees, revise and disseminate anti-discrimination policies, and provide training to all employees on specific anti-discrimination laws, including laws prohibiting pregnancy discrimination and retaliation.
Under the law, employers may not unilaterally decide whether a pregnant woman can continue working in her regular job. The only people who can make that decision are the woman herself and her doctor.
Schedule a Consultation to Discuss Your Case
If you have been discriminated against at work because you are pregnant, plan to become pregnant, or have a pregnancy-related medical condition, then you should consult with an experienced employment lawyer to protect your rights and your family.