LogistiCare Solutions, LLC settles pregnancy discrimination lawsuit for $ 120,000

LogistiCare Solutions, LLC recently agreed to resolve a pregnancy discrimination lawsuit filed by the EEOC.

Pregnancy is an exciting time for many women. However, when it comes to the workplace, women can face roadblocks in their careers, including discrimination. This is exactly what happened to two employees from LogistiCare Solutions, LLC. As a result, a lawsuit was filed and recently settled in favor of the employee. LogistiCare Solutions, LLC, a medical transportation company based in Phoenix, Arizona, recently agreed to resolve a pregnancy discrimination lawsuit filed by the US Equal Employment Opportunity Commission (EEOC). According to the lawsuit, “LogistiCare Solutions, LLC, now operating as ModivCare, fired two women because they were pregnant.”

Seal of the EEOC; Image courtesy of the US Government via Wikimedia Commons, https://commons.wikimedia.org

The lawsuit found that Tiffany Lewis and another pregnant employee were training to be customer service representatives. However, when LogistiCare found they were pregnant, they were released.

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 lawsuit has been filed in the US District Court for the District of Arizona. Before filing the lawsuit, the EEOC first tried to reach a pre-litigation settlement through its arbitration procedure.

The decree of consent with which the complaint was settled will prohibit LogistiCare from discriminating against pregnant women in the future. Additionally, the decree requires the company to spend more than $ 120,000 and apologize to Lewis and the other resigned employee. In addition, the company must “review and revise its Employment Equality Policy” and “train its supervisors, employees and staff in Title VII and other anti-discrimination laws”.

Mary Jo O’Neill, Regional Attorney for the EEOC Phoenix District Office, said on the matter:

“More than 40 years after the Pregnancy Discrimination Act was passed, employers are still discriminating against pregnant women … Far too often, the EEOC sees employers making explicit reference to pregnancy when trying to justify their decision to fire or hire a pregnant woman to refuse pregnant applicant. Employers need to understand that they cannot base their employment decisions on whether an employee or applicant expects something or not. “

Elizabeth Cadle, district director of the EEOC’s Phoenix District Office, also intervened, saying:

“We appreciate the collaboration of LogistiCare in resolving this case and their commitment to putting in place guidelines and training to ensure that the rights of pregnant workers are protected in the future.”

The EEOC’s Phoenix District Office oversees offices in Arizona, Colorado, Utah, Wyoming, and New Mexico. The federal agency is working to promote opportunities in the workplace. Its job is to enforce federal laws designed to prevent discrimination in the workplace.


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