The Equal Employment Opportunity Commission (EEOC) has announced a settlement with Savage River Lodge, a Maryland hospitality business located in Frostburg. The agreement involves the payment of $150,000 and additional relief to resolve a pregnancy discrimination and retaliation case.
The lodge offers cabins for rent and operates a restaurant for its guests. The case involved an employee who was not provided with necessary accommodations during her pregnancy by Savage River Lodge. After she disclosed her miscarriage, she was terminated from her position. This behavior violates Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act, according to the EEOC.
In addition to monetary relief, the settlement includes provisions to address the discrimination and retaliation issues. The EEOC aims to enforce federal laws that prohibit employment discrimination based on various protected characteristics, including pregnancy. This settlement serves as a reminder to employers to comply with anti-discrimination laws and provide accommodations for pregnant employees as required by law.
The EEOC’s investigation into Savage River Lodge revealed that the employer failed to provide reasonable accommodations for the employee’s pregnancy despite being aware of her condition. The employer also retaliated against the employee by terminating her after she disclosed her miscarriage.
The settlement with Savage River Lodge is significant as it sends a message that discrimination based on pregnancy will not be tolerated in any workplace. It also highlights the importance of employers complying with anti-discrimination laws to avoid legal consequences.
The EEOC continues to investigate cases involving employment discrimination based on various protected characteristics, including race, gender, religion, age, and disability status. Employers are urged to take proactive steps to prevent such incidents from occurring in their workplaces and ensure compliance with federal laws that protect employees from discrimination and retaliation.
In conclusion, this settlement between Savage River Lodge and the EEOC serves as a reminder that employers must provide accommodations for pregnant employees as required by law. Failure to do so can result in legal action and financial penalties as seen in this case.
