A judge recently sent a case back from the 11th Circuit appellate court for reconsideration after a school fired a pregnant teacher.
The school in question, a small Christian school, fired her after she requested maternity leave. During the meeting, the teacher in question indicated that she became pregnant before getting married, which the administrators indicated was the cause of their decision. After her employment was terminated, the teacher filed a charge with the Equal Employment Opportunity Commission (EEOC).
The teacher charged pregnancy discrimination in federal district court as well as marital status discrimination and invasion of privacy. The teacher lost her case on the grounds that she could not demonstrate preferential treatment for a non-pregnant employee, and the teacher appealed the pregnancy discrimination charge.
The school initially asked for a ministerial exception, which allows religious organizations to make personnel decisions without risking civil rights charges, but the request was denied. The appellate judge determined that the law does protect the right to become pregnant, and it was determined that a jury could conclude the school was biased against pregnancy.
EEOC focusing on pregnancy discrimination
Pregnant women and caregivers are still frequent targets of discrimination despite laws and regulations meant to protect them, according to the EEOC.
These individuals may be denied job opportunities, workplace modifications, leave and equal treatment, experts said at a recent public meeting. This issue is a significant one and may impose burdens on pregnant women and caregivers as they struggle financially or with the need to balance their work against other aspects of their lives.
At the meeting, the EEOC reaffirmed its commitment to addressing issues of work/life balance and discrimination against pregnant women, noting that work and family responsibilities together present a serious challenge for many Americans. The EEOC has filed a pregnancy discrimination lawsuit and entered into multiple settlements related to the issue since then, and seems intent on continuing to actively pursue such claims.
In light of this fact, employers may wish to ensure that their leave and other policies do not discriminate against pregnant women and caregivers. Helping employees establish a sound balance between their professional and personal lives may also help reduce stress, encouraging health and productivity.
In that respect, HR compliance concerns may tie very closely into employee performance and team-building. Workers are likely to hold more positive opinions of their employers when an effort is made to accommodate their personal lives as well as help them achieve their best professionally. That kind of loyalty can aid significantly in talent retention even if compensation is limited.
