Tennessee Injury Lawyer Blog
For one Hilton Grand Vacations Company, LLC employee one of the happiest times of her life rapidly turned into an employment nightmare. After a pregnancy related health issue, she was encouraged to resign her position as a recruiter for Hilton in Orlando, Florida. Having been assured she’d be rehired after the baby was born, she agreed. In fact, what really happened when she reapplied for open positions in the company was less qualified people were hired to fill the jobs she was trying to get.
The EEOC filed a suit on her behalf and was successful. In addition to paying the victim $25,000 in monetary damages, Hilton must submit any charges of sex or pregnancy discrimination to the EEOC for monitoring, must post the outcome of the suit and conduct discrimination training.
EEOC Acting Regional Attorney Michael O’Brien stated, “Women who have complications with their pregnancies need to be treated the same as any other employee with a medical condition. Employers must not make employment decisions on the basis of stereo types.”
“Employers must take firm steps to assure that they act in accordance with the law when making employment decisions. The law requires that pregnant women, and women returning to work after childbirth, are afforded the same rights as any other employee,” added EEOC Acting Prosecutor.
Discrimination based on pregnancy is a violation of the Civil Rights Act. Women are protected from this type of treatment by federal laws. If you or someone you know has experienced this type of discrimination, there may be damaged to collect. Should you wish to discuss any experiences that may be discriminatory, please contact our firm at 1-800-705-2121 or via email.
