The EEOC gave one company an expensive reminder that when a pregnant employee requests a reasonable accommodation, the employer must grant it.
The worker asked for light duty toward the end of her pregnancy, having a doctor’s note to back up this request. Light duty tasks were available, and had been given to injured employees in the past. However, AMR refused the employee’s request.
The employer directed the worker to either take unpaid leave or to work with no restrictions. This is a violation of the Pregnancy Discrimination Act.
AMR will pay $162,500 to the employee to settle the suit. The company also agreed to conduct anti-discrimination training.