• The article shares the story of a woman who got pregnant and faced discrimination from her employer.
• She was fired in violation of Title VII of the Civil Rights Act of 1964, which prohibits discrimination based on pregnancy.
• After filing a lawsuit with the help of the EEOC, she eventually received back pay and damages.
Discrimination Against Pregnant Woman
The case discussed in this article is an example of discrimination against a pregnant woman by her employer. It illustrates how Title VII of the Civil Rights Act of 1964 protects employees from such mistreatment.
The protagonist in this story is Mary Sims, who worked as a cashier at a grocery store. When she became pregnant, she informed her employer about it but instead of being supportive they started to discriminate against her. They denied her requests for light duty and eventually fired her when she was eight months pregnant without providing any medical leave or accommodations for her condition.
Lawsuit Filed By EEOC
When Mary contacted the Equal Employment Opportunity Commission (EEOC) for assistance, they filed a lawsuit against the grocery store on behalf of Mary citing that their actions violated Title VII which prohibits discrimination based on pregnancy status or related conditions. After multiple court proceedings and appeals, Mary finally won back pay and damages from the company for their unlawful mistreatment towards her because of her pregnancy status.
This case serves as an important reminder that employers must provide equal treatment to all employees regardless of their gender or pregnancy status in compliance with Title VII’s protections under federal law.
In conclusion, Mary’s case highlights how women facing discrimination due to pregnancy can get justice through legal means with support from organizations like EEOC and other resources available to them under federal law like Title VII.