LogistiCare Solutions, LLC recently agreed to settle a pregnancy discrimination lawsuit filed by the EEOC.
Pregnancy is an exciting time for many women. However, when it comes to the workplace, women may face roadblocks in their careers, including discrimination. This is exactly what happened to two employees working for LogistiCare Solutions, LLC. As a result, a lawsuit was filed and recently settled in the employee’s favor. LogistiCare Solutions, LLC, a medical transportation company based in Phoenix, Arizona recently agreed to settle a pregnancy discrimination lawsuit that was filed by the U.S. Equal Employment Opportunity Commission (EEOC). According to the suit, “LogistiCare Solutions, LLC, now doing business as ModivCare, fired two women because they were pregnant.”
The suit noted that Tiffany Lewis and another pregnant employee were training to become customer service representatives. However, when LogistiCare discovered they were pregnant, they were fired.
For those who don’t know, pregnancy discrimination is a type of sex discrimination that is prohibited by Title VII of the Civil Rights Act of 1964, “as amended by the Pregnancy Discrimination Act.” The suit was filed in U.S. District Court for the District of Arizona. Before filing the suit, the EEOC first attempted to reach a pre-litigation settlement via its conciliation process.
The consent decree that settled the suit will prohibit LogistiCare from discriminating against pregnant women in the future. Additionally, the decree requires the company to fork over $120,000 and issue an apology to Lewis and the other terminated employee. On top of that, the company must “review and revise its equal employment opportunity policies” and must “train its supervisors, employees, and human resources personnel on Title VII and other anti-discrimination laws.”
When commenting on the matter, EEOC Phoenix District Office Regional Attorney Mary Jo O’Neill said:
“More than 40 years after the passage of the Pregnancy Discrimination Act, employers still discriminate against pregnant women…Far too often, the EEOC sees employers explicitly referencing pregnancy when attempting to justify their decision to fire a pregnant employee or refuse to hire a pregnant applicant. Employers must understand they cannot base their employment decisions on whether or not an employee or applicant is expecting.”
Elizabeth Cadle, district director of the EEOC’s Phoenix District Office, also chimed in and said:
“We appreciate LogistiCare’s cooperation in reaching a resolution of this case and its commitment to instituting policies and training to ensure that pregnant employees’ rights are protected moving forward.”
The EEOC’s Phoenix District Office oversees offices in Arizona, Colorado, Utah, Wyoming, and New Mexico. The federal agency works to advance opportunities in the workplace. It’s tasked with enforcing federal laws designed to prevent employment discrimination.