Settlement of EEOC Pregnancy and Disability Discrimination Suit

     The EEOC’s lawsuit alleged that Carolina Creek discriminated against Korrie Reed, after it learned that she had a pregnancy-related complication:  gestational diabetes.  Reed did not request any reassignment at her job, and she did not indicate that she could not perform her job duties.  Carolina Creek’s executive director demoted Reed and claimed that the registrar job was too demanding for Reed to do because of her pregnancy and medical condition.  Reed informed this same executive director that she believed the demotion was illegal, Reed was fired and sued by Carolina Creek in two separate lawsuits.  The alleged conduct violates Title VII of the Civil Rights Act of 1964, which prohibits discriminated based on pregnancy, and the Americans with Disabilities Act, which prohibits disability discrimination.  Both Title VII and the Americans with Disabilities Act prohibit retaliation as a result of complaining about or opposing the related discrimination.  The company will reportedly pay $70,000 and provide other relief to settle the lawsuit.  See EEOC v. Carolina Creek Christian Camp, Inc., No. 4:16-cv-03714 (S.D. Tex. 2016).

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