The EEOC’s lawsuit alleged that Nix Hospital violated Title VII of the Civil Rights Act of 1964, as amended by the Pregnancy Discrimination Act of 1978 (PDA), by refusing to accommodate the employee’s pregnancy-related medical restrictions, resulting in her termination. According to the EEOC, the employee applied for two open desk positions which would have allowed her to work even with her medical restrictions, but Nix Hospital denied her such light-duty positions.
Meanwhile, non-pregnant employees injured on the job with medical restrictions were granted light duty. In addition to monetary recovery by the employee, the decree resolving this case and approved by U.S. District Judge Xavier Rodriguez requires the hospital to post a notice of intent to comply with Title VII and to provide training to employees of their rights under federal law. The consent decree also requires the hospital to revise its policy to ensure that it prohibits pregnancy discrimination including the accommodation of pregnancy-related conditions.
