The EEOC recently filed an employment discrimination lawsuit against Time Insurance Agency of Austin, allegingagainst a female job applicant.
According to the federal agency, the company declined to hire a qualified job applicant for a bond department assistant position because she was pregnant.
Judith Taylor, supervisory trial attorney for the EEOC’s San Antonio Field Office, commented, “[W]hile it should be clear to employers by now that the law does not permit employment decisions to be based on a woman’s pregnancy, some businesses continue to ignore the law’s requirement of equality of treatment. It is unfortunate that many employers still fail to grasp the simple fact that employment discrimination based on pregnancy is illegal.”
The EEOC suit seeks back pay, compensatory and punitive damages and a permanent injunction to prevent the company from engaging in conduct that discriminates against employees who are pregnant.
Final note: You cannot fire, refuse to hire or refuse to promote an employee because of pregnancy or associated conditions. In addition to anti-discrimination laws, the
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Austin P.D. reassignments: Culture change or bias
- Absent without leave: Can we fire for violating vacation policy?
- Is there a 'cooling off' period for layoffs?
- Promises, promises: Well-intentioned words may send fired employee in search of an attorney