Medical Transportation Firm Closes Being pregnant Discrimination Lawsuit for $ 162,000

American Medical Response Ambulance Service, Inc. (AMR) recently announced that it would resolve a pregnancy discrimination lawsuit filed by the EEOC on behalf of one of its paramedics.

American Medical Response Ambulance Service, Inc. (AMR), a medical transportation company, recently agreed to resolve a pregnancy discrimination lawsuit filed by the US Equal Employment Opportunity Commission (EEOC). As part of the settlement, the company will pay US $ 162,500 and provide further relief to the allegedly discriminated medic.

Pregnant woman; Image courtesy of Piepie via Pixabay, www.pixabay.com

According to the lawsuit, a paramedic who worked for the Spokane, Wash., Company requested “a light duty for the latter part of her pregnancy and presented a doctor’s letter for assistance.” Rather than giving the pregnant worker light tasks that were regularly available to injured workers, the company denied her request, instructing her to “take unpaid leave or work without restrictions”.

It is important to note that companies that refuse to “make a pregnant worker light duty when a non-pregnant worker with similar skills has light duty are against Title VII of the Civil Rights Act 1964, as amended by Pregnancy Discrimination Act (PDA) violated). “When the EEOC got wind of what was going on, it conducted an investigation into the matter and sought a pre-trial settlement through its mediation process. When those efforts failed, the agency filed the discrimination lawsuit in the US District Court for the Eastern District of Washington.

The settlement includes a two-and-a-half-year informed consent that not only pays the plaintiff $ 162,000 in damages, but also “requires AMR to provide anti-discrimination training on Title VII and the PDA to all Washingtoners – supervisors, security and personnel, and AMR employees Facilities in Spokane. In addition, AMR needs to “revise its Title VII compliance policies and procedures and publish a notice for employees describing the company’s obligations under the Consent Decree and employee rights under Title VII and the PDA”.

In discussing the matter, EEOC Senior Trial Attorney May Che said:

“An employer must accept pregnant workers to the same extent as other workers who are similar in their ability or incapacity. Pregnant workers should not be forced to choose between the loss of viability and the risk to the health and safety of their baby by having to work without shelter. “

The deputy director of the EEOC in San Francisco, Nancy Sienko, intervened, saying:

“Pregnancy discrimination remains an ongoing problem among the American workforce. Combating such illegal behavior is a top priority for the EEOC and we will continue to work to prevent and remedy it. “

The EEOC is a federal agency committed to improving job opportunities by ensuring that companies enforce federal laws that prohibit discrimination in the workplace.

Swell:

AMR is paying $ 162,500 to settle EEOC’s pregnancy discrimination lawsuit

Ambulance company resolved complaint of discrimination against pregnant Spokane employees

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