Oregon Medical Documentation Service Company Will Pay $80,000 in EEOC Pregnancy Discrimination Suit
An EEOC pregnancy discrimination lawsuit filed against an Oregon medical documentation service was settled after the company agreed to pay $80,000 and implement substantial changes in its policies and hiring practices.
The lawsuit was filed after completion of an EEOC investigation into allegations from a 28-year-old woman who applied online for a position with the company, received an offer, and completed all the pre-hiring screenings. However, when the woman informed the company that she was pregnant, the CEO called and retracted the employment offer, telling her that had she informed the company initially about her pregnancy, she would not have been hired.
According to Title VII of the Civil Rights Act of 1964, the rejection of a qualified applicant because of pregnancy is considered sex discrimination in violation of the law.
The EEOC attempted to reach a settlement with the company through its conciliation process before filing the lawsuit but failed.
The settlement involves a 3-year consent decree and gives the plaintiff $80,000 in damages for emotional distress and lost wages. It also required the company to make serious changes to its personnel practices, implement and explain changes in policies regarding employee rights and responsibilities, and provide separate employee and upper management training and education on anti-discrimination.
Human Resource Perspective
Rescinding the offer of employment to a qualified applicant due to the applicant’s notification of pregnancy, may be considered a violation of that person’s civil rights under Title VII.
Discussion Points:
- Review policies and procedures regarding sex discrimination and the employment of pregnant applicants.
- Train staff about sex discrimination and their rights and responsibilities under Title VII of the Civil Rights Act of 1964.
- Periodically audit by interviewing upper management to discern their level of understanding and implementation regarding the company’s policies and procedures on sex discrimination.
