On June 5, 2014, the Charlotte District Office of the EEOC (U.S.
Equal Employment Opportunity Commission) announced that a Concord, N.C.
Chick-fil-A has agreed to pay $10,000 and provide substantial injunctive relief
to settle the pregnancy discrimination lawsuit that was filed against the
franchise in 2013. In 2012, John
Charping, the owner, interviewed Heather Morrison for a team member position. During the interview Morrison was six months
pregnant, and was asked a series of pregnancy related questions. Three days after the interview Morrison was
informed that she would not be hired, and to call back after she had the baby
and appropriate childcare. The EEOC filed a lawsuit against this Chick-fil-A
alleging that Morrison did not receive the position as a result of her
pregnancy. Equal Employment Opportunity Commision v. John Charping d/b/a
Chick-fil-A.
Refusing to hire an applicant, or discriminating against a current employee, due to pregnancy is unlawful pursuant to the Pregnancy Discrimination Act of 1978. The PDA, which was an amendment to Title VII of the Civil Rights Act, was enacted to prohibit
discrimination against women on the basis of pregnancy, childbirth, and/or
related medical conditions. In addition
to the monetary relief to Morrison, the company entered into a two-year consent
decree that requires the company to implement a policy that prohibits
pregnancy-based discrimination, as well as annual training on pregnancy
discrimination for employees, supervisors and managers. The company is also required to report to the
EEOC all job openings that come available during the next two years, along with
any pregnant applicants.
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