A Dollar General employee in Georgia has filed a lawsuit against the discount chain, alleging that she was fired immediately after informing her store manager of her pregnancy. The U.S. Equal Employment Opportunity Commission (EEOC) announced that Dollar General will pay $42,500 to settle the suit. The pregnant worker had assured her manager that she could continue working safely, but was still not allowed to return and later received a separation notice citing “health reasons” as the cause for her termination. The EEOC emphasizes that pregnancy discrimination is illegal and aims to prevent employers from perpetuating harmful stereotypes about pregnant employees’ ability to work.
The EEOC enforces three federal laws that protect job applicants and pregnant employees: Title VII of the Civil Rights Act of 1964, the Pregnant Workers Fairness Act (PWFA), and the Americans with Disabilities Act. The PWFA requires employers to accommodate any job limitations caused by pregnancy, childbirth, or related medical conditions. Before laws were put in place to protect pregnant workers, it was common for employers to exclude them from the workforce. According to a Morning Consult survey, around 20% of mothers reported experiencing pregnancy discrimination at work.
The case against Dollar General highlights the importance of combating pregnancy discrimination and ensuring equal treatment for pregnant employees. Employers should not assume that pregnancy hinders an employee’s ability to work, and harmful stereotypes based on patriarchal beliefs should be avoided. By enforcing anti-discrimination laws, the EEOC aims to protect the rights and well-being of pregnant workers.
